American Strategic Management Institute

Leadership Development and Succession Planning Initiatives

The latest research indicates that 75% of US companies do not have succession plans and fail to systematically evaluate future needs, identify performance capacities, and measure results-based outputs. Top-tier companies achieve their success by analyzing trends while identifying and developing leading edge knowledge and skills within their internal staff. Few executives doubt the value of human capital, but most do not fully understand how to stay ahead in terms of breeding the most skilled and adaptable workforce. Attendees of this training course will emerge with a framework for developing an executive leadership program that identifies emerging leaders, identifies leadership gaps, cultivates leadership competencies and provides ongoing development, training and coaching to leaders.

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Leadership Development and Succession Planning Initiatives
DAY ONE: Achieving Objectives through Skill Identification and Development

Module :1 Aligning Strategic Outcomes to Individual Tactical Performance
• Transforming overall objectives into specific activities and performance measures
• Establishing accurate, timely, relevant and useful measures
• Identifying cross-functional metrics that drive organizational growth

Module 2: Initiative Management: Organizing Steering Committees and Executive Support
• Solidify senior leadership and stakeholder support for an integrated succession plan
• Identify the right people in your organization to put succession management systems in place
• Garner employee buy-in for long-term implementation

Module 3: Developing Training Programs to Address Skill Gaps and Breed Leadership
• Benchmarking employee and manager performance against best-practice standards
• Addressing skill gaps through systematic performance development
• Designing formal training programs to support leadership

DAY TWO: Breeding Committed and Capable Leaders

Module 4: Driving Mission-Specific Performance
• Recognize talent from multiple organizational levels
• Assess individualsê readiness to assume possible job openings and compare competency levels
• Establish clear linkages between the mission and individual strategies
• Align performance appraisal systems with the long-term goal

Module 5: Empowering Employees for Leadership Development
• Designing performance reports that facilitate -front-line" decision-making
• Enabling employee-lead project teams to tackle efficiency and effectiveness issues
• Recognizing leadership skills to motivate towards goals

Module 6: Developing a Transparent Performance Evaluation, Development, and Reporting System
• Measuring and motivating strategy-specific performance dimensions
• Implementing multi-rater feedback systems for leadership skill development
• Aligning reward and incentive systems to organizational objectives