Target Audience

Directors, Operations Managers, Storekeepers and Warehouse Managers.
Programme Standards

- Maximum 6 attendees
- 30 days of one to one support
- Handouts
- Programme director/s with at least a Masters Degree in the subject
- Convenient morning timings or in-house at any time for a minimum of two bookings
- Can be configured to address a number of professions and industry sectors

Price

EUR248 ex VAT per participant.
Succession Planning  Workshop
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By addressing these key topics in a succession planning workshop, organizations can develop a structured and proactive approach to identifying, developing, and retaining top talent, ensuring a smooth transition of leadership and continuity of operations in the future.
Topics Covered
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1.  Identifying Key Positions and Talent Pipeline: 
   - Assessing the organization's current and future needs to identify critical roles and positions.
   - Creating a talent pipeline by identifying high-potential employees who have the skills and potential to fill key positions in the future.
   - Conducting gap analyses to identify areas where the organization may face succession risks and developing strategies to mitigate them.

2.  Leadership Development and Training Programs: 
   - Designing and implementing leadership development programs to groom potential successors for key leadership roles.
   - Providing ongoing training and mentorship opportunities to develop the skills, knowledge, and competencies required for future leadership positions.
   - Offering cross-functional experiences and stretch assignments to broaden the experience and perspective of potential successors.

3.  Succession Planning Processes and Policies: 
   - Establishing clear succession planning processes and policies that outline the steps for identifying, developing, and transitioning successors into key roles.
   - Ensuring transparency and communication throughout the succession planning process to engage key stakeholders and garner their support.
   - Incorporating diversity and inclusion considerations into succession planning efforts to promote equity and representation in leadership roles.

4.  Monitoring and Evaluation of Succession Plan Effectiveness: 
   - Establishing metrics and key performance indicators (KPIs) to measure the effectiveness of the succession plan.
   - Regularly reviewing and evaluating the progress of potential successors in their development journey.
   - Conducting periodic audits and assessments to ensure that the succession plan remains aligned with the organization's strategic goals and evolving needs.
   - Making adjustments to the succession plan based on feedback, changing business conditions, and emerging talent trends.