While it can be a touchy subject, succession planning is crucial to the smooth operation of any organization, large, mid-sized, or small. Maybe you don’t want to hurt someone’s feelings, but if they’re about to retire, you don’t want to have to scramble when a top executive or someone in an essential position leaves, taking with them the skills and institutional knowledge needed to effectively run the business. Ideally, there will be someone capable waiting in the wings, already trained and groomed for the job, but that will only happen with effective planning.
Depending on the size of the organization, grooming a successor from within is a good option, thereby giving the employee incentive to stay and helping to develop their talents and affinities. But change could be contested by the transitioning party or other employees, so it’s important to consider trouble-spots like company culture, as well as possible legal issues like age discrimination.
If there is no one in the organization suited to be a successor, there are other steps that can help HR in finding a replacement. But HR must have support from and communication with all stakeholders for a succession plan to work.
Join us on May 30 for an in-depth webinar with HR expert Mary Anne Kennedy, and get valuable tips on how to create your own succession plan that will help to facilitate smooth transitions and business continuity during these times of turnover.
You’ll learn how to:
- Underscore the importance of having a plan in place—and how to effectively communicate what would happen if your key people left or were promoted
- Develop a career path for current employees to serve as an incentive for retaining top performers
- Identify talent from within and groom them for an “upgrade”
- Decide which employees to focus on—from senior positions to other essential jobs
- Prepare and coach for possible employee vacancies, especially at management and executive levels
- Ensure that training is sufficient to prepare employees to step in someone’s shoes who has left
- Know how to nurture future executives from within
- Locate where to look if no one is available as a possible successor in your organization
- Plan for maintaining operations while a vacancy waits to be filled
- Prepare the right questions to ask and answer when formulating a working succession plan
- And much more!
YOUR EXPERT INSTRUCTOR
Mary Anne Kennedy
Mary Anne Kennedy, Founder of MAKHR Consulting, is a Senior HR executive with over 25 years of global HR experience where she has shaped high-performing cultures at Fortune 100 and Fortune 500 growth driven organizations. She has developed executable HR strategies that motivates teams and individuals in order to achieve corporate objectives. Organizations include Yusen Logistics Americas, (Part of the NYK Group), BMS pharmaceutical, Herman Miller Office Furniture.
Ms. Kennedy is a sought after speaker and author in the human resources arena, with a variety of have published articles and the book “Finding the Right Job, a Step by Step Approach” (www.makhr.com/store).
She holds a bachelor’s degree in Social Science and has certifications in MBTI administration and DDI behavior-based interviewing.
This program has been pre-approved for 1.5 hours of general recertification credit toward PHR and SPHR recertification. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
Business & Legal Resources (BLR) is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit the SHRM Certification website at www.shrm.org/certification.