Western (Burlington): HYBRID Future-Proofing Talent: Succession Planning and the Growth Mindset Advantage


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Date and Time:

Starts: 09/16/2026 5:00 PM

Ends: 09/16/2026 9:00 PM

Registration Closes:09/04/2026 8:00 AM

Event Type: Professional Development

3 CPD Hour(s)

Location:
Burlington Convention Centre, 1120 Burloak Drive Burlington,

(Rosewood Hall)

Price:

HRPA Members: Free

Non-Members:
IN-PERSON: $115 + tax

Non-Members:
VIRTUAL: $35 + tax

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Availability

Additional Information

**ZOOM STARTS AT 9:45am**

THIS EVENT WILL NOT BE RECORDED.
REMINDER! Our cancellation policy has changed. Click here for more information.

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Event Sponsor

Prepare your organization for the future with two insightful sessions focused on leadership, talent, and adaptability. Explore how modern succession planning can help build resilient leadership pipelines in an AI-driven workplace, and discover the latest research behind growth mindset and its role in creating a culture where employees can learn, adapt, and thrive.

Succession Planning in the Digital Age: Adapting for Tomorrow's Challenges - Peter Demangos, CEO and Co-Founder of SuccessionHR

As workforce demographics shift, skills requirements evolve, and AI continues to transform the workplace, succession planning must adapt to meet new organizational challenges. This session explores how HR leaders can modernize succession planning by leveraging technology, data, and more agile talent strategies to build stronger leadership pipelines and reduce organizational risk.

Participants will learn practical approaches to identifying critical roles, assessing successor readiness, and developing future leaders in a rapidly changing business environment. Through real-world examples and actionable insights, attendees will gain strategies to create resilient, future-ready succession plans that support long-term organizational success.

Key Takeaways:

- Understand the trends reshaping succession planning.
- Learn how technology and AI are influencing talent decisions.
- Discover effective methods for identifying and developing successors.
- Explore ways to strengthen organizational bench strength and leadership continuity.
- Gain practical ideas to future-proof your succession planning strategy.

Learning Objectives:

  • Analyze the impact of workforce trends, demographic shifts, digital transformation, and artificial intelligence on succession planning strategies and organizational talent risk.
  • Apply practical frameworks for identifying critical roles, assessing successor readiness, and building leadership pipelines that support business continuity and long-term organizational success.
  • Evaluate how technology, data, and skills-based talent practices can enhance succession planning effectiveness, strengthen workforce planning decisions, and position HR as a strategic business partner.

Beyond the Buzzword: The Real Science of Growth Mindset for a Future-Ready Workforce - Marie Rodgers, Learning & Development Leader
Growth mindset is one of the most widely cited — and most misunderstood — ideas in workplace learning. This session moves past the familiar buzzword concepts to what the research actually shows today: where a growth mindset measurably improves performance, where it has been overstated, and why it only takes hold in the right environment. Building on Carol Dweck's foundational work and newer organizational research on cultures of growth, Marie connects three forces every HR professional can influence: individual mindset, the power of expectations, and the culture and reward systems that determine whether people actually learn and adapt. Practical throughout, the session translates the science into levers HR can use to build a future-ready, adaptable workforce, and makes the case that the skills of influence, persuasion, and negotiation belong to everyone, not just the sales team.

Learning Objectives:

  • Evaluate what the current research on growth mindset actually shows, including its real effects and its limits, and translate it into practical levers for workforce learning agility.
  • Recognize how leader and self-expectations (the Pygmalion effect) drive performance, and spot where they're already built into talent and performance systems.
  • Apply mindset and influence principles to everyday negotiation and persuasion: capabilities that everyone across the company can benefit from.

Agenda
5:00pm-5:40pm        Dinner
5:45am-7:15pm          ZOOM STARTS HERE Succession Planning in the Digital Age: Adapting for Tomorrow's Challenges - Peter Demangos
7:15am-7:25am           Break
7:25pm-8:55pm         Beyond the Buzzword: The Real Science of Growth Mindset for a Future-Ready Workforce - Marie Rodgers
8:55pm-9:00pm        Wrap up

Registration Difficulties or Questions: Please reach out to Tracey Gallacher, Specialist, Member Engagement

Speaker bio(s)
Peter Demangos , Managing Director

Peter Demangos is the CEO and Co-Founder of SuccessionHR. A serial HR technology entrepreneur, he previously co-founded Collage HR, which was acquired by People Corporation, and founded PDF Employee Benefits, which was acquired by HUB International. Throughout his career, Peter has worked closely with HR and business leaders to transform how organizations approach succession planning, leadership readiness, and talent risk. He brings deep experience helping organizations move beyond static plans toward practical, data-driven strategies that build leadership capacity and long-term resilience. Peter regularly works with executive teams and HR leaders to identify critical roles, clarify ownership, and create succession programs that are actionable, scalable, and aligned with business priorities.

Marie Rodgers, Founder and Enablement Consultant

Marie Rodgers is a learning and development leader, sales enablement strategist, and former Team Canada athlete who has spent more than a decade building the programs that turn potential into results. Most recently a Director of Learning & Talent Development, and in senior L&D roles before that, she has designed onboarding, leadership development, and upskilling programs at scale, including a redesign that cut new-hire onboarding from twelve weeks to five. Her work rejects the idea of the "natural-born performer." Drawing on her athletic background, a psychology degree, and an MBA foundation, she treats growth as the product of deliberate practice, honest feedback, and a supportive environment. Today she helps organizations and individuals build the habits that make performance sustainable, and makes the case that the skills of influence, negotiation, and persuasion belong to everyone, not just the sales team.