Succession Planning Isn't a Document: It's a Learning Strategy
What: 
Many organizations approach succession planning as a static exercise: identifying “high-potential” individuals, documenting roles, and hoping the next generation will be ready when the time comes. This places enormous trust in hope, despite evidence that this approach often leads to a reactive workforce culture, leadership gaps, and burnout.

Succession planning doesn’t succeed on paper. It succeeds through intentionally designed learning experiences that develop people over time. In today’s complex and ever-changing workplace, organizational success and sustainability depend on whether leaders are grown, not simply named.
Succession planning through a learning and development model that empowers and educates our people of tomorrow!

When: June 24th 2 pm - 2:50 pm EST
Where: Zoom. Please note that the Zoom link will be sent to registrants three (3) business days prior to the event. 
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Name *
Organization  *
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My workplace has a clear, actively used succession plan.
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When I think about succession planning in my workplace, I would describe our current approach as:
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My workplace invests meaningfully in leadership development as an ongoing strategy, not just one-time trainings or annual workshops.
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In attending this session, I am most hoping to:
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