This event is FREE for CUES Unlimited and Unlimited+ Members
Wednesday, February 17, 2021
Presenter: Amy Hirsh Robinson, MBA, Principal, Interchange Consulting Group
In many organizations, the term “succession planning” is so loaded that it prevents people from engaging in effective dialog about the future needs of the business and the talent available to meet those needs. Among current executives, and especially during time like this of unprecedented change, succession planning invokes fear that their skills and experiences are no longer relevant. Among employees hungry for more development and mobility, succession planning is viewed as a “black box,” lacking in transparency and reeking of favoritism. Let’s be honest, most succession planning initiatives are met with skepticism, cynicism, and even sabotage. They have become check-the-box exercises or are avoided all-together, preventing companies from critically assessing talent and planning adequately for the future.
Join this session for a candid discussion on succession planning and what strategies will successfully engage senior management during this new normal of business and meet the evolving leadership development needs of employees and organizations alike.
- 7 trends disrupting traditional succession planning models
- How to build and promote a successful business case for succession planning in your organization
- 10 components of a successful succession planning program
- Why you should ditch your 9-box for simplicity and maximum executive engagement
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About the Presenter:
Amy Hirsh Robinson, MBA
Interchange Consulting Group
Amy Hirsh Robinson, MBA, (www.interchange-group.com) is a leading expert on the changing workforce and the impact of generational shifts on organizations. She consults to Fortune 500 companies, privately held businesses and not-for-profits to prepare and retool leaders and their workforces to excel and compete in the New Economy. Her strategies and programs focus on attracting top talent, onboarding new employees to ensure the retention and engagement of top talent, managing and motivating a multigenerational workforce, and building competitive talent pipelines through effective succession planning practices. Amy speaks and publishes widely on workforce strategies for the New Economy and has been cited and quoted in publications such as Forbes, the Los Angeles Times, and the Huffington Post.