Event Description

• Which key positions are at risk in your organization? Do you have depth of talent on your bench?
• How do you fill your talent pool?
• Who are your high potential employees and how can you get them ready to do more?
• Do your key employees know your plans for them?

If these questions apply to your organization, it is time to make an investment in some straightforward, proactive talent pipeline planning and leadership development. Pipeline planning is essential for any size organization and successful companies cannot just “hope” that transitions happen organically. Baby Boomers are beginning to leave the workforce in record numbers and the next generation of leaders may not be ready to drive your business. Turnover happens – both planned and unplanned within any company. Key players leave or retire with no transfer of knowledge. Organizations don’t always have the right person “ready now” to take on a new role. High potential employees leave for new opportunities – never knowing that you had them in mind for bigger and better things. It’s important for every business to have a plan on how to get the most value from their key talent.

Organizations must make intentional and concentrated efforts in professional development to ensure that the future leaders can be successful. Mary will walk you through some straightforward and practical guidelines for how to identify, evaluate and develop your key employees.

In this interactive workshop, you will learn a planning framework as well as preview simple tools and a straightforward process to:

• Identify future leadership needs
• Assess your current talent pipeline for gaps
• Focus on retaining your high potential employees
• Build a plan to target their professional development

The goals of a well executed pipeline are retention, motivation, development, and internal movement.