Succeeding in Succession
Succession is a critical but often overlooked process for many organizations that only becomes essential when inevitable changes occur in your talent pipeline – resignation of key talents, retirement of experts, or death of a valued leader.
The good news is, succession is a manageable event, and you don't need to get flat footed when these changes occur. Through a robust succession process, you identify key roles and map out ways to ensure that your organization has the right people with the right skills, capabilities, and experiences, in the right place at the right time.
Having the foresight to develop your succession pipeline and making sure they have the proper experiences to prepare them for the future is an important strategy. Done well, the end result of a responsive succession program is a well-oiled machine with a multitude of favorable outcomes for both your talent pool and the organization.
“It was a very challenging but fulfilling process to finally see our organization’s leadership bench depth and strength. We’re looking forward to strengthening our succession pool.”
— Maria Carmela P. Romerosa, HR Chief Administrative Officer, Department of Finance
Succession is a paramount concern that can't be overlooked. This course is a beacon of insight and strategy, addressing the critical need for seamless leadership transition. By unraveling the complexities of succession planning and management, this course empowers participants to safeguard organizational continuity, mitigate leadership gaps, and secure a prosperous future. This course matters because it equips you with the foresight and expertise to ensure the uninterrupted flow of leadership excellence.
This course is designed for current and emerging leaders, HR professionals, talent managers, and organizational decision-makers who recognize the pivotal role of succession planning in driving long-term organizational success. Whether you're a seasoned executive preparing for leadership transition or a rising star looking to nurture leadership skills, this course provides the knowledge and strategies to master the art of succession planning and management.
COURSE OBJECTIVES
Identify conditions that warrant the implementation and urgency of a successor pipelining program;
Distinguish the critical or linch pin positions within the organization that will require ready now successors;
Isolate the key criteria for critical or linch pin positions that can help identify potential successors;
Draft development plans for high potentials using a combination of formal, social and workplace learning interventions;
Manage the talent pipeline to ensure business continuity in the event of critical or linch pin position vacancies; and,
Create strategies to increase engagement of potential future leaders
"This course is an invaluable investment for anyone looking to secure the future of their organization through effective succession planning. From identifying critical positions to grooming potential successors and ensuring their readiness, each module offered actionable techniques."
— Dennis A. Carranza, HR Supervising Administrative Officer, Baguio General Hospital and Medical Center
COURSE OUTLINE
Module 1: Introduction to Succession
Module 2: Benefits and Risks
Module 3: Evolution of Succession Planning
Module 4: Step 1: Identify Critical Positions
Module 5: Step 2: Develop Critical Position Successor Criteria
Module 6: Step 3: Search for Potential Successors
Module 7: Step 4: Ensure Successor Readiness
Module 8: Manage the Process and Transition
Understand the critical importance of succession planning and its impact on organizational sustainability and acquire strategies to identify and nurture potential leaders within the organization. Develop techniques to create a robust talent pipeline that aligns with organizational goals and learn to anticipate leadership gaps and proactively address succession challenges.
Master the art of smoothly transitioning leadership roles, ensuring minimal disruption, implement best practices for mentoring, coaching, and developing emerging leaders; and foster a culture of continuous learning and leadership development across all levels, while understanding the implications of succession planning on organizational culture and performance.
Get this transformative course to unlock the secrets of successful succession planning and management. Equip yourself with the skills to navigate leadership transitions with finesse, ensuring the perpetuation of excellence and growth within your organization!
YOUR INSTRUCTOR
Lito Lupena has more than 25 years experience in the field of HR and OD and has been leading talent management programs in many organizations. He has implemented Succession Planning and Management Programs at Globe Telecom, Inc., Oracle, and SPI Global Solutions. Starting in 2010, he has influenced agencies in the Public Sector to adopt the practice and has consulted with CSC in developing a beauracracy-wide policy for succession. Mr Lupena is affiliated with many known institutions such as DDI, CEB-SHL, AAI, ADB, PAHRDOF, PRMF, Human Capital Asia, Inc., iCoDE Today, Ltd., and the Professional Association of Diving Instructors.
STUDENT FEEDBACK
BASED ON 330 EVALUATIONS
REVIEWS
Jisela N. Ulpina, Department of Education, Region IV-A
As an HR practitioner, this workshop has greatly broadened my perspective about balancing a career in an organization like DepEd and the work I do for the Human Resources of this office. Lito is an expert indeed in imparting knowledge about Human Resource Management and Development. I look forward to the time when we apply all that we have learned from this.
Ma. Catherine C. Arzobal, Department of Health
I did not expect that I would be this interested in Succession Planning and Management after the 3-day session with Lito because I do not consider myself a legitimate HR practitioner as I have a different background. But I always had something good to say after every session. I also realized that Succession has a big role to play in an organization especially in a government agencies like the DOH.