Mark Allen, Ph.D.
HCI Faculty
Leadership Development & Succession Strategist (LDSS) Certification
Adopt a strategic and systematic approach to succession management. Take succession planning beyond the C-suite and plan leadership development solutions that address competency gaps, identify high-potential talent, facilitate engagement, and drive growth throughout the organization.
Earn Credits Towards Leading Industry Certifications
This certification has been approved for 13 General recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute.
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program, it means that this program has met the criteria to be pre-approved for recertification credit.
SHRM has pre-approved this certification for 13 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
Human Capital Institute is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP℠ or SHRM-SCP℠.
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Course Fee: $1,995
Classes are in-person in major metro areas or online. Also available on-site or online for your team. Learn more.
Learn More about Leadership Development & Succession Planning
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Seven Steps to Strategic Leadership Readiness
As Baby Boomers retire, organizations must replace senior talent with qualified incumbent employees, who lack the years of experience and knowledge of their predecessors. 85% of organizations agree that there is an urgent need to accelerate the ...
Read moreTaking Succession Planning Beyond the C-Suite for Greater Impact
Learn about a powerful succession process that has provided the legacy Zimmer HR and leadership teams with the data they need to make smart workforce decisions while empowering their Team Members’ career aspirations.
The Difference between Talent Mobility and Succession Planning
New methods of development can help foster a mobilized workforce – rotational programs, stretch assignments, and internal cross functional peer meetings, among others. But, integrating these new methods into already existing L&D programs can be difficult, and ensuring a clear difference between these and succession planning methods is vital to success.
Who Should Attend?
This curriculum is for HR professionals looking for an integrated approach to succession management and leadership development that aligns to business strategy and moves the organization toward its goals. Some of the roles that will benefit from completing the course include:
HR Practitioner, Manager and Leader
HR Business Partner
Director of Learning
Learning and Development Manager
Leadership Development Manager
Organizational Development Leader
Business Unit Manager and Director
Succession Management/Planning Leader
Anyone who supports the identification, preparation, and deployment of talent for critical roles
Why Should You Attend?
In order to remain competitive today and in the future, organizations need a steady pipeline of high-performing and high-potential talent. Leaders need an effective process to pinpoint the knowledge, skills, and experience that build strong future leaders. To close leadership gaps, the process for developing leaders and managing succession plans must be flexible, scalable and repeatable.
The Leadership Development & Succession Strategist Certification from HCI provides a framework for aligning leadership readiness strategies with business goals, developing meaningful analytics, and building robust talent pipelines for future growth.
Get equipped to solve the leadership pipeline and talent availability issues keeping you up at night.
Become the go-to, organized resource on succession management in your organization
Adopt strategies to improve the mobility and retention of high performing employees.
Increase employee engagement through active participation in a meaningful, transparent career development process.
Expand your organization’s ideas of leadership development so that a diverse mix of activities are considered—not just formal programs
Reduce vacancies that present business risk and untargeted, wasteful leadership development efforts
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Learn more about the course and view the full agenda.
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Faculty
HCI Faculty members include senior executives and practitioners, business school professors and thought-leading strategists. All are proven experts in the new business science of strategic talent management.
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Bill Craib
SVP, Enterprise Learning
SVP, Enterprise Learning
Michele Croci
HCI Faculty
HCI Faculty
Barbara Goretsky
HCI Faculty
HCI Faculty
Course Outline
Day 1
The agenda for day one includes the following modules:
Module 1: ALIGN - Kaiser Permanente case study; The Imperative Skillsets for Tomorrow’s Leaders; Business Strategy Alignment; Aligning Business Strategies with Leadership Capability Activity; HCI Strategic Workforce Planning Model; External Influencing Factors; Internal Influencing Factors; Four Seasons Hotels and Resorts case study; Evaluating Factors and Risks Activity; Presenting Your Business Strategy Analysis Activity
Module 2: IDENTIFY - Identifying Skill, Competency, and Capability Requirements; Sample Leadership Models & Frameworks; Bentall Kennedy case study; Identifying Critical Roles; FedEx case study; Talent Segmentation Activity
Module 3: ASSESS - High-Potential Identification: Your Current vs Future State; Building Talent Pools Activity; Talent Assessment & Review; What to Evaluate? Ability, Performance, Aspiration, Engagement, and Beyond; Amazon case study; Confirmation Bias; Iris Bohnet, Harvard University: Using Data and Behavioral Insights to Design an Unbiased Organization; Tools for Making Data-Driven Talent Decisions
Day 2
The agenda for day two includes the following modules:
Module 4: DESIGN - Korn Ferry case study; Career Pathways; Unique Perspectives on Talent Mobility; Rapid Leadership Readiness Approaches; Mastercard: Using a Bespoke Approach to Accelerate High-Potential Development; Whirlpool case study; Innovative, Personalized, and Flexible Leadership Development Approaches; Blending Formal, Informal, and Collaborative Learning; GE case study; Haworth case study; Concept Mapping and Application Activity
Module 5: EQUIP - Equipping Managers to Support Growth, Mobility, and Development Activity; Conducting Talent Reviews; Guidance for Feedback and Development Conversation; Establishing Visibility and Transparency; Mapping Stakeholders; Communication Plan Development
Module 6: ENABLE - HP case study; Creating a Culture that Supports Leadership Development & Succession Activity; Kellogg case study; Leadership Communication; Systems, Processes, and Tools Required to Support a Leadership Readiness Strategy; Successful Strategic Workforce Planning Through Collaboration Research; Leveraging Technology Tools; Four Seasons Hotels and Resorts case study; Developing Recommendations for Upgrading Systems and Processes
Enroll Now
Course Fee: $1,995
Classes are in-person in major metro areas or online. Also available on-site or online for your team. Learn more.