Golden Valley Country Club 7001 Golden Valley Road Golden Valley, MN 55427
Registration has ended.
“Beyond Succession Planning: Building a Pipeline of Leadership Talent”
Costs: Members - $35; Non-members - $50; Student or In-transition: $25
Registration deadline is 3:00 p.m. Friday, March 8th.
This program has been submitted to the HRCI Certification Institute for review.
NOTE: NEW IN 2013 - NO WALK-INS ACCEPTED AND ALL PAYMENTS MUST BE RECEIVED PRIOR TO THE EVENT. PLEASE NO PAYMENTS AT THE DOOR!
An increasing number of CEO's are planning their retirements, Boards are demanding succession plans, and organizations are concerned about where they will find their next VP's or Directors. Will a traditional succession plan provide the fix? Organizations are finding a need for a robust pipeline of leadership talent; more than a traditional succession plan delivers. What then, is the effective approach for assessing the caliber and readiness of your leadership talent? Is a 9-box exercise still the best answer? And, how do you truly maximize a talent review/succession planning exercise to improve your organization’s overall talent management?
Jan Dick, Organizational Development Practice Leader and Consultant at The Bailey Group will share best practice and her current client experience in answering these questions. Jan brings a great perspective to the topic, from her role as SVP of Human Resources for American Medical Systems until 2009 and her current work as a consultant. In the last two years, she has worked closely with several organizations as they refueled their leadership pipeline and took an honest look at the readiness and potential of their current leadership group.
What is limiting about succession planning
The value of the talent review dialogue among leaders
The use of leadership competencies and how to make them manageable
Defining high potential
Pivotal questions about VP readiness
“After the 9 box” – Moving from a 3-ring binder to high-value development plans and career discussions
How to gain employee engagement out of this process – Engaging conversations
Talent acquisition and talent review – what do you they have in common?
The senior team’s role with talent management
The choice of facilitating this internally vs. externally
Objectives of the Presentation:
Participants will come away with the following:
Clarify the difference between succession planning and talent review
Understand differentiators in building robust, sustainable talent pipelines
Examine 9-box design and processes - what makes them effective
How to connect talent review with other human capital systems
Why this is important or relevant:
HR professionals need to be savvy about how to address their CEO's and organizations needs for a pipeline of leadership talent - both strategically and tactically. They should be prepared with a solution and process, to be conducted internally or with outside help.
HR professionals need to know how to build a talent pipeline across time.
As OD Practice Leader and Consultant at The Bailey Group, Jan works with clients to facilitate their talent review/succession planning and talent management initiatives, culture transformations and efforts to advance leadership and performance in the organization. In the past three years, she has lead several Talent Review/Succession Planning projects with clients, which they used as a springboard for more targeted leadership development and pipeline management. Drawing upon a deep HR leadership background, Jan also enjoys coaching HR leaders who are taking on more strategic roles, as well as onboarding new CEO’s.
Jan joined The Bailey Group in early 2010, following a successful career as Senior VP of Human Resources at American Medical Systems (AMS). An integral member of the officer team, Jan had the opportunity to help the company integrate several acquisitions and shape the culture and caliber of talent needed for the company to grow.
A graduate of Gustavus Adolphus College with majors in Psychology and Communications, Jan serves on Gustavus’ National Advisory Board for the department of Economics and Business. She also serves on the Board of Project for Pride in Living (PPL) and has been an ongoing mentor for Menttium 100.