We get calls from HR professionals weekly, asking for help with their succession planning.
~ Where to start?
~ Where is the playbook for this?
~ Is this really my job?
We can’t be everywhere… so we’ve developed this resource for HR!
Introducing the HR Primer for Succession Planning.

Here’s What You’ll Learn:

Session 1 – Baseline Data

·        What baseline data do you need to collect so that you can intelligently and confidently talk to your senior leadership team about the urgency of your succession planning “situation.”

·        Who (in terms of generation) should you be looking at – within your organization – to potentially be a future leader?

·        Why you don’t want to hire senior leadership from outside the organization.

·        What control and/or influence HR has in the process and how to confidently push back when you are asked to do things you cannot influence.

·        What is the timeframe for getting the next generation of leaders prepared?

Session 2 – Build from Within or Hire from Outside the Company?

·        Why the company needs an updated vision, mission, and goals before starting succession planning.

·        How to help the senior leadership team to identify the current vision, mission, and goals.

·        Leadership is NOT a universal concept: Defining what a “future leader” needs to look like in your organization (with resource).

·        Assessing the current pipeline of potential leaders against those competencies/behaviors.

·        If you DO have to hire leaders from outside the organization – be sure you are interviewing for leadership competencies, not skills or accomplishments (with resource).

 Session 3 – Attitude, Commitment and Perseverance

·       Succession planning is NOT a one-time endeavor, it is an ongoing process; therefore you need to be sure your senior leaders are committed to the process.

·       Questions your senior leadership team needs to consider, make a decision on, and be aligned on, in order for the succession planning process to be successful (with resource).

·       Sometimes doing nothing is the only course of action to take.

·       How to make the process more manageable.

·       When developing future leaders from within – how is success measured (given it is a multi-year process)?  

 Session 4 – Supporting Succession Planning and Leadership Development

·        The purpose of successful planning is sustained leadership development.

·        Model: The eco-system for succession planning (the succession plan does not stand alone). 

·        Model: The leadership development that is required for well-rounded future leaders.

·        Who manages the leadership development and succession planning process?

Available for just $89! To purchase: https://www.trainingdr.com/shop/hr-primer-course