Developing Effective High-Potential and Succession Plans
Fewer than half of organizations have a functional succession plan, a significant risk in an unpredictable business environment. Continuity planning—which includes both replacement planning and succession planning—is essential for navigating major disruptions and ensuring leadership stability. BPI offers a range of on-demand learning sessions to help HR and talent leaders develop and validate their strategies for building a robust leadership pipeline.
Featured On-Demand Sessions on Succession Planning
These expert-led sessions provide proven strategies for succession and talent planning. All sessions are pre-approved for SHRM and HRCI re-certification credits.
C-Suite Succession Planning - What Needs to Change After the Pandemic
In light of COVID-19, talent and HR leaders must review CEO and all C-Suite succession plans. This session, led by world-renowned expert Jim Citrin, explores how organizations should approach succession plans during and after the pandemic and whether new skills or drastic changes are required.
Succession Planning in an Age of Black Swan Events
Continuity planning is particularly important in an era of "black swan events," where seemingly minor issues can escalate into major disasters. This session addresses the critical need for robust succession plans, even when research shows that fewer than 50% of organizations have them.
Next Practices in Talent Reviews & Succession Planning
To shrink internal capability gaps, organizations must effectively identify, assess, and select the right candidates. This session with Dr. William Rothwell, a leading authority on the topic, covers crucial replacement strategies, communicating role expectations, and balancing talent investment with engagement.
Identifying and Developing High-Potential Employees
A key component of succession planning is the identification and development of high-potential (HiPo) employees. These sessions focus on research-based approaches to preparing future leaders.
What Science Says about Identifying High Potential Employees
As organizations prepare future leaders for an increasingly unstable and complex world, new approaches are needed. This session draws on emerging research to help organizations better identify, recruit, assess, and develop leaders with the potential to thrive.
Defining “High Potential”
This session presents a case study from Hilton Worldwide on the importance of creating a shared definition for "high-potential" leaders. It focuses on aligning business and HR language and considers factors like readiness, timing, mobility, and fit within global organizations.
Developing an Executive Coaching Process for Critical Roles
Based on a success case from Celanese, this session details how to establish an executive coaching process for individuals in critical roles. It covers the intake process, identifying the need for coaching, and the metrics used to measure successful outcomes.
Advance Your HR Career with BPI
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