Embark on your succession planning journey with the only course tailored for HR professionals.
The Primer will equip you with essential knowledge and practical strategies to confidently navigate the complexities of succession planning.
What is the HR Primer for Succession Planning
and what should I expect to learn?
We’re not gonna lie - succession planning is complex, with a lot of moving parts.
Most HR Pros don’t start because… where does one start?
Right here. This is where you start.
The HR Primer is a 4-lesson, self-study, video-based course that takes just one hour to complete and walks you through the first three - critical - steps in succession planning. By focusing on the three most critical early steps—the steps only HR can lead—you’ll create immediate momentum and tangible progress. Success starts with you moving succession planning from “we understand it’s important” to “we’re getting it done.”
PLUS, and more importantly in our opinion, you’ll have the data, the knowledge, and the vocabulary to lead your C-suite through the process.
Read on to learn what’s covered in each lesson and how it will help you.
Lesson 1 – Setting the Foundation
The baseline data you (HR) need to collect, so that you can intelligently and confidently talk to your senior leadership team about the urgency of your succession planning “situation.”
What criteria should be considered when looking within your organization for potential future leaders.
Why you really don’t want to hire senior leadership from outside the organization - and how to ensure you hire a good fit, when you have to.
Understanding what control and/or influence HR has in the process and how to confidently push back when you are asked to do things that really aren’t within your control.
The timeframe needed for getting the next generation of leaders prepared.
Lesson 2 – Build from Within or Hire from Outside the Company?
Why the company needs an updated vision, mission, and goals before starting succession planning.
How to help the senior leadership team to identify the current vision, mission, and goals.
Leadership is NOT a universal concept: Defining what a “future leader” looks like in your organization (with resource).
Assessing the current pipeline of potential leaders against identified leadership competencies/behaviors.
Ensuring you match external hires to the same criteria as internal candidates.
Lesson 3 – Aligning the Senior Leadership Team
Succession planning is NOT a one-time endeavor, it is an ongoing process; how to be ensure your senior leaders are committed to the process.
Questions your senior leadership team needs to consider, make a decision on, and be aligned on, in order for the succession planning process to be successful (with resource).
How to determine when doing nothing is the appropriate course of action to take.
How to make the succession planning process more manageable.
Measuring the progress, and success, of developing future leaders from within.
Lesson 4 – Supporting Succession Planning and Leadership Development
The purpose of successful planning is sustained leadership development.
Model: The eco-system for succession planning (the succession plan does not stand alone).
Model: The leadership development that is required for well-rounded future leaders.
Who manages the leadership development and succession planning process?
This one-hour course breaks down a complex process into clear, manageable steps,
with tools and examples that make it easy to implement right away.
No guesswork, no overwhelm.”
“Literally checks all of [the] boxes around the must-haves and best practices.”
Upon purchase, you’ll gain access to the ONLY succession planning course developed specifically for Human Resources. It will come in the form of a PDF, with directions how to access the video course.