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Niagara: 09.23.20 VIRTUAL Pass the Baton, Please: How to Identify, Engage and Develop High Potential Leaders for the Future
Learn how to leverage today's in-house talent to ensure the right person is in the proper role for tomorrow's success. Executives today increasingly rank the development of leaders and succession planning as today's top talent priority. In repeated surveys of senior management, a recurring theme is fear of the lack of qualified internal people to fill more senior ranks, especially as more and more Boomers retire. The focus on succession is more critical as Boards of directors are frequently asking to review succession and talent management plans. The importance of hiring from within is amplified by research that demonstrates when promoting from within the success rate is four times greater than when a person comes from external resources. Succession planning is most successful when organizations approach the identification of high potential future leaders in a more factbased and objective manner. To accomplish this, companies, need to integrate their development and succession planning systems, Too often organizations have built their talent management and organizational development in independent silos There needs to be a confluence of all talent activities focused on a common purpose; the success of the company through people. A second critical ingredient to successful succession planning is creating senior leaders who are talent champions. For a person to be a talent champion, they have to own the responsibility of developing future leaders. Having this understanding shifts the responsibly away from the hiring manager and onto the employee. The purpose of this workshop is to present a series of practical recommendations for organizations to develop internal employees as future leaders.
The focus on this session is on the thought that: people are the critical strategic element for organizational success and prosperity.
The session will address:
1. The issues associated with predicting employee potential
2. The importance of linking employee fit and company culture
3. The impact of engaging executives in the employee development process
4. The importance of breaking down silos within the organization in general and HR in particular
5. Balancing the understanding of aptitude and attitude