Succession Planning: It’s Not Just for Emergencies; It’s a Leadership Development Strategy


August 22, 2019


Marcia Zidle

  1:00 PM ET | 12:00 PM CT | 10:00 AM PT | 60 Minutes

This program has been approved for 1.0 PDCs toward SHRM certification hours.
The program is pre-approved for 1 credit hour under HRCI


In the early morning hours of September 11, the world watched in horror as commercial jetliners crashed into the World Trade Center twin towers and the Pentagon. In the midst of this national disaster, several organizations had to face the reality that they had lost, on the planes or in the buildings, key talent and brainpower. They immediately had to identify people and competencies to replace those who were no longer there.

There's no way to plan for a disaster of the magnitude of the World Trade Center attacks. But, there are specific actions an organization can take to ensure it has the leadership it needs in case of a crisis, as well as, for their future sustainability.

Best-practice organizations use succession planning to not only prepare for potential leadership challenges but they also rely on such plans to develop and maintain the strong leadership that's required to grow and keep pace with changes in their business, industry, and overall marketplace.

Succession planning isn't just naming the new CEO. In fact, it's not about putting a name behind a title at all. That's called replacement planning.  And when it is only used during times of crisis - when a company has to name somebody to fill a vacant role quickly - that's not succession planning either. That's crisis management.

The goal of succession planning is to continuously identify and develop high-performing leaders capable of meeting the present and future needs of the organization. So, how effectively are you finding and developing your organization’s future leaders?

Join us for this webinar with expert business coach and keynote speaker, Marcia Zidle, as she shares the key to effective succession planning in your organization.

Session Highlights:

  • How to identify your potential leaders who can assume greater responsibility in the organization
  • The variety and impact of various development experiences to those that can move into key roles
  • How to engage the leadership in supporting the development of high-potential leaders
  • The six key elements of succession planning:
    • The seven deadly sins of succession planning
    • Pros and cons of filling specific positions with Insiders vs. Outsiders
    • The 70-20-10 rule for developing your future leaders: What it is and how to use it?
    • The 10 best practices that high performing organizations use for grooming outstanding leaders
    • Five steps to building a culture that supports development from the top down
    • The Center for Creative Leadership’s 3 key elements for successful leadership development: Assessment, Challenge  & Support

Also Includes:

  • Live Q&A session with speaker
  • PowerPoint presentation for download
  • Handout: 40 Ways to Develop Your Talent
  • Certificate of attendance
  • Recertification credits, if applicable

Who Will Benefit:

  • COOs
  • CFOs 
  • VP of Human Resources
  • Human Resource managers
  • Chief Learning Officer
  • Directors
  • Operation managers and supervisors
  • Staff managers