Tipping Points, Insights And Sharing On Succession Planning!
New Article Aligns With Workshop
Recently Published Article by Sharon Reid Grannum from Corporate Strategists Corporation (CSC) -- Jul 24th, 2019 -- (Except Regarding Succession Planning as an incentive to growth strategies)
"In recommendations regarding hiring practices, I often remind my interviewing readers to keep in mind how the applicant might feel.
The interviewers need to understand that their responsibility is to provide the applicants with appropriate information (questions) to goad answers that ultimately meet the objective: Engagement of their services. interviewers should also know and measure why the questions are being asked." (Read the full article . . . )
ABOUT THIS WORKSHOP
"Ninety percent of my assets walk out the gates each evening; it is my responsibility to bring them back each morning." [Paraphrased]
-- Dr. James Goodnight, Chief Executive Office | SAS, Cary, NC
Noted, succession planning is not only about grooming or leaving some one to carry on our name; additionally, it is about sustaining the edge the owners envisioned overtime. This is even more the reason why leaders are a targeted group. Their primary responsibility is to enhance the knowledge about succession planning, through a continuous and consistent process.
We work with companies that understand the importance of putting a succession plan in place for every single one of their employees. Having your employees to participate in annual performance evaluations is simply not enough to build the caliber characteristics most business owners thrive toward, to meet develop their competitive edge.
This workshop targets executive levels in the workplace -- directors, managers, supervisors. These are those who should attend in the effort of development strategies for their departments or divisions.
If there is not a succession plan in place at your organization, question remains: Why not?
Revamping The Job Enlargement Mission -- Connecting The Puzzle
Companies that have these visions of success, and place emphasis and importance of sharing those visions with their employees, are known as those with best practices. Learning to use metric to bring the best staff members to their potentiality is how succession planning aligns with talent management . . . job enlargement as well.
Corporate strategists are able to build into this phase of the company capacity building objectives. Let us show you how we can assist the prosperity of both company and workforce. We guarantee satisfactory results.
Full Workshop Objectives
Research has consistently demonstrated that when clear goals are associated with learning, it occurs more easily and rapidly. With that in mind, let’s review our goals for today.
At the end of this workshop, participants should be able to:
•Define business succession planning and its role in your company.
•Lay the groundwork to develop a succession plan.
•The importance of mentorship.
•Define and use a SWOT analysis to set goals.
•Create a plan, assign roles, and execute the plan.
•Communicate to develop support and manage change.
•Anticipate obstacles, and evaluate and adapt goals and plans.
•Characterize success
The Decision
Whether it is preparing someone to take over as the sole proprietor of a small business or a position of leadership in a corporation, business succession planning is essential to the long-term survival of a company.
This course will teach you the difference between succession planning and mere replacement planning and how to prepare people to take on the responsibilities of leadership so that the company thrives in the transition.
