Training Doyens

As labor shortages increase, leadership development and succession planning require strategic initiatives, and attention should be directed to capturing the intellectual capital that exists within the organization and developing leadership candidates. Our upcoming webinar discusses the critical business strategies for this and how to effectively implement them. The webinar covers the following key areas: Identify where in the organizational structure succession planning should begin Discuss leadership development as a fundamental element of succession planning Describe the tools, opportunities, and activities for developing leadership skills LEARNING OBJECTIVES How does your organization address succession planning – or doesn’t it?   Some organizations merely have informal conversations about leadership development as who should be promoted into what jobs without addressing the broader long-term approach of higher level succession. These informal tactics usually f...

OVERVIEW Every organization, regardless of its size, needs to understand the importance of succession planning and how to implement it. Harvard Business Review stated that the CEO succession process is broken in the U. S. and around the world. This results in poor performance followed by higher turnover and corporate instability. But organizations need to be thinking broader than just CEO succession – they need to dig deeper into the organization when thinking “succession.” As labor shortages increase, leadership development and succession planning require strategic initiatives requiring rigorous consideration.  Organizations must move away from the “replacement” mindset to measuring success long term.  Are the right people moving at the right pace into the right jobs at the right time? Attention should be directed to capturing the intellectual capital that exists within the organization and developing leadership candidates. WHY SHOULD YOU ATTEND Are you constantly...

Kim Busse Kim Busse Key Relationship Manager at The Omnia Group Years of Experience:  25+ years Areas of Expertise:  Human Resource Management and Business Development  Kim Busse  is the Key Relationship Manager at The Omnia Group, an employee selection and management consulting fi rm. In her current role, Kim partners with her clients to select top talent, manage more effectively, build high-performance teams, and succession planning using behavioral assessment tools/concepts. Utilizing over 25 years of human resource management  and business development experiences, she has provided guidance to hundreds of businesses in a wide range of industries, including insurance, financial services, automotive, staffing, and healthcare. She provides training on subjects such as leadership development, conflict resolution, and employee engagement.

Succession planning Succession planning is a systematic approach for identifying and developing new leaders that can replace the old ones in future. For today’s business scenario, your organization might be well staffed but there could be changes and shifts in the upcoming days. As an employer or  human resource manager , you need to think about the future and develop a  workforce that can adapt to upcoming shifts and efficiently take up leadership roles whenever necessary. Succession planning is all about mapping the talents and future needs, and training and developing the employees accordingly.   There are a few simple steps of succession planning that an organization can follow:   1.      Define Business Objectives and Growth Plans To understand the future needs, you need to define the vision, mission and values of the organization. This helps you understand where your organization plans on heading. Such insights clarify the obje...