Training Course Overview
We foster a culture of “Growing Talent from Within” by providing training and development opportunities for our staff to better equip them for the challenges of today and readiness of tomorrow. - Jan Kincaid
The world is changing faster than ever, and so are organizations. As a result companies need leaders now and in the future who can manage change while executing complex business strategies. To ensure that you have the right leaders in the right places at the right time with the right skill, there needs to be a focus on leadership development. It is absolutely vital, therefore, that organisations need to build a succession planning program that creates leaders faster than the traditional training and development programs and will be able to identify the key business positions within the organization and to develop potential future leaders to occupy them and, consequently, maintain the continuity of business success.
This Anderson training course addresses will focus on the need for an integrated approach to leadership development and succession management, one that aligns these efforts with overall business strategies and drives leadership readiness in high potentials across the organization and the best practice approaches to succession planning and leadership.
Training Course Objectives
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
Designed For
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