Embark on your succession planning journey with THE course tailored for HR professionals.
We’ll equip you with essential knowledge and practical strategies to confidently navigate the complexities of succession planning.
What is the HR Primer for Succession Planning
and what should I expect to learn?
The HR Primer is a 4-lesson, self-study, video-based course that takes just one hour to complete!
It’s packed with information and resources to help you, help your company, reach its Succession Planning goals.
Here’s what’s covered in each lesson:
Lesson 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?
Lesson 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” looks 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).
Lesson 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)?
Lesson 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?
The purchase of this guide will grant you access to our exclusive HR Primer course, developed specifically for Human Resources.