We think about people differently.

Upcoming event

Transforming Succession Management from Business Liability to Strategic Strength

in partnership with Brandon Hall Group

Event details

Virtual

March 21, 2023 at 1:00pm America/New_York

1 hour

Preparing leaders for critical roles is one of those functions that HR professionals talk about a lot but rarely do well – if at all.

Brandon Hall Group research shows that 79% of organizations prioritize improving C-Suite succession planning, and a recent board governance trends report cited CEO and executive succession as the top priority for boards of directors. In addition, less than 30% of HR leaders believe they understand the critical roles below the C-suite that should be covered by succession planning, according to Brandon Hall Group research.

In this webinar, succession management experts from BTS will share their insights and best practices on aligning succession management with the critical needs and strategies of your business.

The elements of great succession planning are so vast that many HR teams can’t connect the dots and partner effectively with business leaders. For example, employers often focus on transitioning a candidate to a new role without identifying and developing candidates to replace the promoted leader. This can create a domino effect that leaves leadership gaps across an organization. And the risk increases the higher leadership levels you go.

Join succession and executive advisors Lisa Sprenkle and Sarah Woods of BTS, along with Claude Werder of Brandon Hall Group. They will reveal how HR can transform succession planning and management from liability to strategic strength.

Learn how to
  • Focus on the most critical roles so succession management is fully aligned with the organization’s future-state priorities and strategies
  • Build succession processes using the language of business so executives understand the importance and become active participants and advocates
  • Create succession plans at least three years out
  • Expand your thinking around succession to include building a talent bench that can effectively fill roles that promoted leaders are leaving, creating a new level of continuity and stability