In a study of more than 400 senior-level corporate executives, 55 percent said their company's performance is likely to suffer in the near future due to insufficient leadership talent.
Is there a leadership crisis? Unlikely. The real crisis is that organizations of all sizes are failing to identify high-potential employees and prepare them to move into leadership roles at the right time.
Succession planning isn't just an "HR program" or a nice thing to do for your employees. It's mission-critical for growing and sustaining a healthy business.
Most organizations have well-oiled procedures for finding "replacements." But there's a big difference between a replacement and a successor. When an important leader leaves, having an already groomed successor can make the difference between a smooth transition and a major roadblock in your company's growth and success.
And we're not just talking about c-level executives. Think about each high-impact leader in your organization across all levels. Now imagine that one of them leaves the office tonight and never comes back. If you can't name a specific person who is already prepared to step into the role tomorrow, you're gambling with your company's future.
In this webinar, leadership expert Joe Frodsham will outline tools and best practices for identifying and transforming high-potentials into high-performing leaders. In this webinar, you will learn:
CERTIFICATION: This program has been approved for 1.0 recertification credit hours through the HR Certification Institute (HRCI) & Society for Human Resource Management (SHRM).
- How to identify leadership potential using the "4C" model to measure probability of success in future leadership roles
- The unique attributes and capabilities that future leaders of your company will need
- The 8 core experiences required to transform a high-potential employee into a highly successful leader.
- Why focusing on "leader-centric" development often has an immediate positive impact on the bottom line.
- Strategies for motivating current leaders to participate in the development and mentoring of their eventual successors
- A blueprint for building a succession planning program across the entire enterprise.