Every organization engages in some type of planning for future talent needs, either actively or passively. Every entity that needs people to operate must replace people when they are gone. We see this in our daily lives and in the media—it was well-known that Jay Leno was to be the successor for Johnny Carson and now Conan O’Brian will fill Jay’s shoes. Whether a company pays attention to it or not, the succession of people is often the key to an organization’s sustainable success.
However, many organizations take a reactive approach to this age-old problem – hurriedly replacing those who leave rather than developing and preparing talent in advance of the need. Influences such as the aging workforce and stiff competition for talent are forcing organizations to take a hard look at succession planning and talent development. Most find that they are struggling to effectively evaluate, identify and develop future talent.
In this webinar we will discuss how to design and implement an internal talent review process that considers both the performance and potential of candidates, fosters high quality talent review discussions and ultimately leads to more informed succession planning decisions. As an organization evolves from Replacement Planning to Succession Planning, we will discuss four imperatives for success:
- Identify Critical Roles
- Define People Requirements
- Take Stock of Current Talent
- Proactively Develop People to Fill Critical Positions
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