Presentations can be provided at your location, or in a webinar format. Multiple topics are described below.
(This is a good foundational presentation for a general HR audience)
Description:
Attend this session to learn the business value of planning a new talent benchstrength strategy or enhancing a current talent strategy. Discover what sports teams and coffee beans can teach us about succession planning. Play the Talent Benchstrength matching game to review the similarities and differences between high performers, high potentials, successors, and key experts. View succession planning as a critical risk management business function, and obtain ideas to identify succession development actions to close competency gaps and to increase successor readiness.
Appropriate for Organizational Development Professionals
Description:
The role of the organizational development professional is to build the capabilities of the organization and to develop the effectiveness and culture of the organization. How is it possible to achieve these goals without identifying and building the capabilities and behaviors of the organization’s internal successor candidates, who will be responsible for the future effectiveness and the culture of the organization? As talent review meetings and corporate succession planning are becoming increasingly expected and standard procedures in many organizations, this should be a standard knowledge and skill area for the OD practitioner.
Talent Benchstrength Planning (which includes regular talent review meetings, succession planning, talent loss mitigation and development of successor candidates) is crucial to proactively planning for future organizational success. Just as the budgeting process is the proactive process for the future financial success of the organization, the talent review-succession process plans for the future talent success of the organization.
(This is a good foundational presentation for a general HR audience)
Description:
You’ve heard it all – high potential, high performer, blocker, successor, talent pool, talent assessment, talent review, talent pools – but what does it all really mean? Attend this session to discuss all of the concepts and actions involved in a talent benchstrength strategy, and how to align the organization’s talent strategy to the business goals. Learn how to explain “talent management and succession planning” to business leaders in business terms they will relate to. Discuss ideas for increasing the consistent application of your succession planning process to achieve and measure the desired results of your talent management strategy.
(This presentation can be provided either to business managers or to HR professionals)
Description:
Based on the book: The 30-Minute Guide to Talent and Succession Management, in this session author Doris Sims Spies will provide analogies that help explain the business need and return-on-investment potential of talent and succession management. Topics include the easiest ways to measure the value of a talent and succession management program, the importance of a talent strategy balance that focuses on both external and internal talent, and the similarity of succession management to other risk management processes. Definitions for high potentials, successors, high performers, key talent, etc. will be discussed.
(Based on the August 2014 T&D Magazine article by Doris Sims. This presentation is appropriate for HR audiences – preferably audiences with some talent-succession experience.)
Description:
Based on the 2014 T&D magazine article and The 30-Minute Guide to Talent and Succession Management authored by Doris Sims, SPHR, in this session author Doris Sims will explain strategic decision topics to plan or to enhance your talent and succession management program. Discuss the most common challenges of succession planning, and gain best practices and ideas to address these challenges and to increase the results of succession planning in your organization.
(This presentation can be provided either to business managers or to HR professionals)
Description:
Many organizations are exploring the strategy of identifying high potential employees and providing focused development for these individuals. But as these processes and decisions are explored, many questions arise for the organization to answer. How do I identify top talent in a consistent, valid, and fair manner? How much “open communication” should I use to let employees know this strategy is in place in our company? Should we tell high potentials they have been identified as top talent? What if the performance of a high potential employee changes? This session will focus on practical ideas to address these answers, to help each organization choose the best answers for their business and culture.
Description: Implementing a talent review process and development program to review your talent and to identify successors, top talent and talent pools is one of the most important risk management processes you can lead for your organization. This session will discuss the leadership talent review process, the high potential identification methods and system, ideas to increase accountability for development action plan follow-through, and the metrics used to evaluate the program.
Description:
In this session, facilitated by Doris Sims, the author of Building Tomorrow’s Talent and The 30-Minute Guide to Talent and Succession Management, we’ll discuss five areas of talent and succession management that Human Resource Practitioners most often desire to debate and discuss:
The session includes practical ideas, best practices, and discussions centered on five topics.
