Management |
Succession Planning: Developing the Next Generation of Leaders Dr. Bryan Edwards — Associate Director of Research in the Eastin Center for Career Readiness, Joe Synar Chair and Professor of Management in the Spears School of Business at Oklahoma State University
This seminar is sponsored by the Department of Management and the Center for the Future of Work in the Spears School of Business at Oklahoma State University. Participants earn 0.3 to 0.6 continuing education units (CEUs) depending on the seminar length upon completion of this seminar. This seminar is designed to provide you information on succession planning and management (SPM). We will discuss the fundamentals of SPM and provide you a framework that your organization can use to enhance leadership development. Effective succession planning and management is a comprehensive approach to talent identification and enrichment. After attending this seminar, you should be better equipped to develop your organization’s next generation of leaders. Organizational success is highly dependent on the quality of talent employed by the organization. While some organiza- tions carefully recruit and select employees, many do not. In addition, many organizations do not have plans for nurturing the talent they possess. Most organizations hope that employees will learn important leadership skills through the school of hard knocks, and they have no systematized program for leadership development. What would your organization do if a vital leader or performer left for another job? What would happen if the leader was incapacitated and unable to work? Would you be able to replace their skills? Do you know what your future leaders should be learning today?
» KORN FERRY COMPETENCIES
Attracts top talent | Develops talent | Plans and aligns | Demonstrates self-awareness
SEMINAR OUTLINE
I. Introduction
IV. Successful succession plans
A. Purpose of succession planning and management
A. Essentials: Who do you need and where do you find them? B. Best practices
B.Benefits C. Pitfalls
V. Key Factors
II. Understanding career development
A. Recruiting and selecting talent B. Identifying and developing A-players C. Evaluating performance and progress
A. Novations perspective B. 4 career stages
III. Finding your “daimon”
VI. Summary and Conclusions
A. Importance of self-awareness B. Discussion of assessments (StrengthsQuest, MBTI® Step II™, etc.)
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