Leadership Development and
Succession Strategist

"We cultivate a culture of 'Growing Talent from Within' by providing comprehensive training and development opportunities for our staff, preparing them to tackle both current challenges and future readiness." - Jan Kincaid

In today's rapidly changing world, organizations are evolving just as swiftly. As companies face the need for leaders capable of navigating change and executing complex business strategies, there arises a critical necessity for leadership development. It is imperative that organizations establish a succession planning program designed to cultivate leaders more swiftly than traditional training methods. Such a program identifies key roles within the organization and nurtures potential future leaders to fill them, ensuring continuity of business success.

This Anderson training course emphasizes the importance of an integrated approach to leadership development and succession management. It advocates aligning these efforts with overall business strategies to foster leadership readiness among high-potential individuals throughout the organization. The course also explores best practices in succession planning and leadership development.

By the end of this Anderson training course, delegates will be able to:

• Understand the Succession Planning Process
• Use the relevant tools in identifying the Key Positions and Potential Successors within their organization
• Formulate a Strategic Talent Plan for the organization in line with the Business Strategy
• Create and manage a Sustainable Talent Pipeline
• Manage performance and provide constructive feedback for continuous improvement
• Identify the most effective leadership development approaches

This Anderson training course is suitable to a wide range of professionals but will greatly benefit:

• Senior managers responsible for executive succession plans
• Middle managers identifying leadership potential amongst their staff
• HR professionals developing succession plans
• HR professionals in learning & development roles
• Younger professionals with leadership aspirations

• Elements of business strategy
• Our people are our most important asset
• The employment context
• The HR cycles
• Recruitment and Retention
• Who is Responsible for succession planning?

• Identifying Critical Roles & Responsibilities
• Current and future needs
• Creating a talent pool
• Conducting Talent Reviews
• Assessing Skills, Knowledge & Attitudes
• Developing Motivation and Engagement

• The ‘Ideal Leader’
• Defining leadership potential
• Conducting Talent Reviews
• Developing talented personnel
• Retaining talent
• Success of talent programmes

• Effective performance management
• The importance of feedback in nurturing talent
• Tailoring development to individual needs
• Coaching and Mentoring
• Is the organisation’s talent development approach working?
• Measuring ROI

• Unplanned succession challenges
• Realistic people planning
• Setting and managing career expectations
• Creating an ‘engaged’ workforce
• Impact of organisational structures on people development opportunities
• Course Review and Personal Planning

Anderson Certificate of Completion will be provided to delegates who attend and complete the course.