William Rothwell at Best Practice Institute
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Expert Detail

Biography

William J. Rothwell, Ph.D., SPHR, is President of Rothwell and associates, inc., a full-service consulting firm that offers services in Succession Planning and Management. He is also Professor of Human Resource Development on the University Park campus of The Pennsylvania State University.

As a consultant, he has worked with over 30 multinational corporations. As an academic, he heads up the #2 ranked graduate program in HRD in the USA.

William J. Rothwell, Ph.D., SPHR, is President of Rothwell and associates, inc., a full-service consulting firm that offers services in Succession Planning and Management. He is also Professor of Human Resource Development on the University Park campus of The Pennsylvania State University. As a consultant, he has worked with over 30 multinational corporations. As an academic, he heads up the #2 ranked graduate program in HRD in the USA.

Before arriving at Penn State, he was previously Assistant Vice President and Management Development Director for The Franklin Life Insurance Co., a wholly-owned subsidiary of a Fortune 48 corporation. Before that, he was Training Director for the Illinois Office of the Auditor General.

Dr. Rothwell was National Thought Leader for a Linkage-DDI sponsored study of 18 multinational corporations in 2001 that examined corporate best practices in succession planning and management. His bestselling book Effective succession planning: Ensuring leadership continuity and building talent from with, 2nd ed. (New York: Amacom, 2001) is regarded by some as the "corporate bible" on succession management practices. He is also author of such related books as Building in-house leadership and management development programs (Westport, CT: Quorum Books, 1999), The competency toolkit, 2 vols. (Amherst, MA: Human Resource Development Press, 2000), and The action learning guidebook (San Francisco: Jossey-Bass, 1999).

Resources

On-Demand Learning Sessions


Comparing Your Organization’s Succession Planning Program to Best Practice

Learning Session | Published: May 10, 2013

How does it differ from traditional management succession planning? Social relationship succession planning? Based on research and experience in working with many types of organizations for the past 25 years, William will share practical approaches to capture, preserve and communicate tacit knowledg...
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Moving Beyond Management Succession Planning to Technical Succession Planning

Learning Session | Published: May 06, 2013

What is succession planning? How does it differ from replacement planning, succession management, talent management, workforce planning, and Human Capital Management programs? Based on extensive research and experience in working with Fortune 500 organizations and others worldwide for the past 25 ye...
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Succession Planning in Difficult Times

Learning Session | Published: May 08, 2013

The U.S., and many nations, are undergoing difficult economic times. There is a temptation for managers to cut back on succession planning and talent management efforts. But there is a good chance that, as the stock market gradually improves at some point in the future, burned out baby boomers will ...
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Accelerated Talent Management: Utilizing Whole System Transformation Methodology

Learning Session | Published: April 30, 2013

Traditional talent management programs often fail because much essential infrastructure to support it is missing. (About 70 percent of all talent management programs fail in the first 3 years.) Accelerated talent management (ATM) is a planned approach to accelerating the success of talent managemen...
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Next Practices in Talent Reviews & Succession Planning

Learning Session | Published: August 06, 2015

Identifying, assessing and selecting the right candidates are key critical steps to shrink internal capability gaps and win this war on talent. Does your organization have critical replacement strategies, communicate a clear picture of role expectations, provide purposeful exposure and development a...
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Senior Executive Board Benchmark-It Promotion Potential Assessment

Learning Session | Published: July 12, 2016

Assessing potential for promotion is an important issue in succession planning and in talent management. How is it possible to know if someone can assume more responsibility in a job with higher responsibility if the employer has never seen the person do that job? That is often the challenge. Yet th...
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