Move from reactive to proactive management of people transitions in your organization.
Effective succession planning is rooted in a continuous process of building leaders at all levels of your organization. This workshop focuses on fostering a culture of succession planning and provides participants with specific approaches and tools aimed at all levels of the organization: board, executive director, salaried employees, and skilled volunteers. You will be equipped to identify your current and future leadership requirements to move your mission forward.
Date & Time: September 24, 2020 l 1:00 pm - 4:00 pm Location: 1183 Melville Street, Downtown Vancouver Cost:Member - $95, Non-Member - $115
How to embed succession planning into core human resource practices such as recruitment and selection, onboarding, performance management and knowledge transfer will also be explored.
Move from reactive to proactive management of people transitions in your organization Minimize knowledge and productivity loss due to people transitions
Attract top talent through effective succession planning
By the end of this session you will be able to:
Define attributes of an organizational-wide succession planning strategy
Analyze your strategic plan and organizational life cycle to identify the skills and expertise you require in the future
Integrate a succession planning lens to people processes related to recruitment and selection, onboarding, performance management and knowledge transfer – for all levels of the organization (board, executive director, salaried employees and volunteers)
Creating a culture of succession planning through an approach of abundance and continuity of leadership
How to identify what you require through strategic planning and understanding your organization’s life cycle
How to incorporate succession planning into your current human resource practices:
Recruitment and selection
The Leadership Ladder
The big picture – these are all the levels involved in aligning people to mission
Examine which parts are board-led and which are staff-led
Some of these are part of the strategic plan, some part of the operational plan