Last month I taught a course on new innovations in succession management for the BC Human Resources Management Association. There were twenty HR professionals who attended from leading organizations like Best Buy, Coast Capital Savings, and a number of public organizations. In the workshop we taught participants about new trends in succession management, focusing on three in particular: 1) succession management as a risk management process; 2) new research on how to define a "high potential leader;" and 3) how to accelerate leadership development using a 360 development tool which leverages the power of internal support networks.
We argued that in order for HR professionals to get buy-in from executives on succession management, they need to position it as a risk management process instead of a "leadership development process" and we provided them with a tool for identifying succession related business risks. They loved it! The feedback was overwhelmingly positive.
See some of the comments below.
- “The best workshop I have attended in years.”
- “This was a fresh look at succession planning – it made sense.”
- “The key elements and definition of potential models were very clear and will help me when articulating what we need to build an internal succession planning program.”
- “Natalie was very good at keeping us doing something different every 20 minutes. The case studies were a great touch.”