Planning for Succession

The event will be held in Trinity Square, Tower Hill, London EC3N 4DH on 12 September 2012

Planning for succession is an age-old idea. It appears to be back on the corporate agenda again – despite or maybe because of the recent focus on talent management and ‘benchstrength’. Do organisations just have to show they consider succession as part of corporate governance, or is serious succession planning - the kind that leads to action - a process which is worth the effort?

Who is it for?

This is for HR leaders and professionals with an interest in, or responsibility for, succession and talent management, leadership development and management resourcing.

Overview

Planning for succession is an age-old idea. It appears to be back on the corporate agenda again – despite or maybe because of the recent focus on talent management and ‘benchstrength’. Do organisations just have to show they consider succession as part of corporate governance, or is serious succession planning - the kind that leads to action - a process which is worth the effort?

In a very turbulent labour market, how do organisations talk to successors about what they can expect? How long will good individuals hang around on the off-chance of getting a job they really want?

This meeting will consider the practical issues of succession management, and will try and identify sound principles, useful practices and new ideas.

Content

• The succession challenge - are we too uncertain to plan succession or so uncertain we must?
• Should succession address the top of the business or broader, longer-term talent pipelines?
• What are current succession planning processes actually like and how much do they vary?
• How effective are we at predicting ‘potential’ when identifying successors? How do organisations develop their identified successors, especially in terms of career?
• Expectations, careers and timing - will individuals want, and wait for, what you can offer?
• Do organisations eventually appoint their successors and is the effort wasted if they don’t?
• Are there new ways we should be addressing succession in a changing world?