Succession planning is a deliberate and systematic effort by an organization to ensure leadership continuity in key/critical positions. It helps to retain and develop intellectual and knowledge capital for the future, and encourages individual advancement. Succession Planning is a proactive management practice that identifies, develops and retains a pipeline of leaders for critical positions in order to drive operational success. Some organizations do little or no Succession Planning. When a CEO or other key talent needs to be replaced, those Boards of Directors find themselves unprepared and in a state of emergency. Organizations without Succession Planning fail to realize that ultimately it will cost more, in terms of money and reputation, to replace key talent than if they would have taken a proactive approach to the process. Succession Planning needs to be one of the Board’s top priorities as they successfully position their organization in an ever-changing business environment.
- Building a case for Succession Planning (Why successful companies do it)
- Types of Succession Planning and detailed discussion of each
- What Succession Planning is and isn’t
- Examples of best practices and approaches to Succession Planning
Who Should Attend?
Anyone in the institution having compliance responsibilities - when you think about this, it could be just about anyone in the institution. This may include members of senior management, operations personnel, lending personnel, underwriters, customer service representatives, back-room personnel, and of course compliance officers, auditors, and attorneys, and anyone else in the institution that might benefit from this valuable information.
The biggest value of the series..."Ability to have someone explain in plain English what is going on." Christine G., Bank Fund Staff Federal Credit Union
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