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Learning and Leadership Development Staff, Best Practice Institute
March16, 2021 12:00 PM ET For 60 minutes
In this session, we will co-create the next practices for how to create and present succession plans for critical roles to the Board of Directors. This session will focus on immediate succession plans for C-level and other L1 and L2 roles that require Board approval.
2020 has accelerated the need for immediate succession plans to be developed and presented to account for any event or change. In addition, the rapidly changing workplace has created the need to revisit skills and requirements for those who would be moving into key roles in the short term.
We have reached a new frontier in talent management, one where no playbook exists and there are no proven “best practices”, only NEXT PRACTICES.
As a Senior Executive Board, we are uniquely positioned to create these within our organization for fighting for what we believe in and doing things differently and better than they have in the past.
What is a Next Practice Session:
* Create the practices as you believe they Ought To Be. If we envision them, they will become reality.
* Share one thing that you would like to do differently and haven’t had the chance.
* Co-create the change you envision in your company.
What a Next Practice Session IS NOT:
* Sharing what has already been done, or what you have been told to do.
* Sharing practices that you have learned from other organizations.
In this session, we will use the following discussion prompts:
The talent reviews and assessments we use to present succession candidates to the Board for approval are…
The information that should be presented to the Board for consideration of C-level succession candidates is...
To evaluate whether to recommend internal or external succession candidates to the Board, the following process ought to be done…
I believe the best process to make a final decision is…