Session 1 began with an introduction to some of the basics to consider when you’re getting started on your organization’s succession plan
Topic: Leadership & Talent
Leadership & Talent Resources
In session 3 we walked through all of the steps for activating a succession plan, which include: Determining a leader’s transition date, pre-departure planning, communications plans, search firms, and more!
In session 2 we continued the series by looking at what to consider when outlining a plan for managing an unforeseen or emergency leadership transition.
In the final session we closed the series with a deep dive into exciting and yet sometimes tricky scenarios for succession planning.
Attracting and selecting the right talent is essential to building a team that aligns with your organization’s mission and values. In this overview, we’ll provide you with practical tips and best practices.
This deep dive will cover some of the key components to implementing an effective job readiness assessment process, as well as share a tool that can help you do so.
When building and maintaining an HR function, it is important to stay up-to-date with key HR activities and compliance dates throughout the calendar year.
A well-designed compensation and benefits program can serve as a powerful tool for attracting, motivating, and retaining talented employees.
Effective employee separation and off-boarding processes can help organizations maintain positive relationships with former employees, reduce legal risks, and ensure a smooth transition for remaining employees.
This second article addresses steps five to seven, which happen after the top executive has decided to leave.