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LEADERSHIP SUCCESSION MANAGEMENT
Conference held in Toronto on January 15,16 &17, 2007
Chairs: Dirk Schlimm, Husky Injection Molding Systems Ltd., Loretta A. White, Celestica International Inc., Joanne F. Milligan, The Michener Institute for Applied Health Sciences, Stephen B. King, Constellation Energy
CD-ROM: App. 11 hours of video presentations
To purchase, please contact Federated Press.
GLOBALIZATION AND THE LEADERSHIP GAP: IMPLEMENTING A LEADERSHIP SUCCESSION PROGRAM IN TODAY'S ENVIRONMENT
Global leadership succession
Dirk Schlimm, Husky Injection Molding Systems Ltd.
- What attributes do potential leaders ned to be effective global leaders
- Succession management tips for multinationals
- Preparing global leaders
- Coaching and mentoring techniques
"Succeed in a world of intense competition and rapid commoditization."
Video: 46 minutes • Overheads
Succession planning
John Cardella, Ceridian Canada Ltd.
- Difference between replacement planning and succession planning
- Ensure upper management support: obtaining buy-in
- Building in accountability, measuring the impact and sustaining a dynamic process
- Tools and processes: best practices
"We're trying to champion the people we have to create a competitive advantage."
Video: 43 minutes • Overheads
Second Cup: Building a brand through people
Laura Falby, Second Cup
- The advantages of online leaderhsipo training programs
- The importance of compliance in standardizing leadership roles
- Measuring results and assessing impact
- Leadership qualities: assessing potential
"It's more about leadership and talent through influence, and helping our franchise partners run their own business."
Video: 36 minutes • Overheads
Changes in the Canadian labour force: Developing and retaining tomorrow's leaders
Edwin (Ted) R. Emond, Hewitt Associates and Naomi Shaw, Scotiabank
- How changes in the Canadian labour force are affecting leadership succession
- Understanding the labour gap
- Preparing for the retirement of baby boomers
- Retaining high potential candidates
"If you can engage your workforce, it doesn't matter whether they're represented or not represented, you will do the things that will engage both sides."
Video: 50 minutes
LEADERSHIP SUCCESSION TOOLS AND METRICS
The value of coaching
Loretta A. White, Celestica International Inc.
- The value of coaching as a leadership succession tool
- Use of internal versus externa; coaches
- Managers as coaches
- Key success factors for any coaching program
"The leader of the past knows how to tell, but the leader of the future knows how to ask."
Video: 45 minutes • Overheads
Effective assessment and anayltical tools for talent management at Export Development Canada
Susanne Laperle, Export Development Canada
- Identifying the key positions
- Identifying the potential successors
- Identifying the gap and gathering the data
- Assessing diversity statistics
- Determining the development plans for potential successors
- Conducting talent review meetings on an annual basis
- Ensuring high potential employees are assigned to a coach
"A structured talent management process will systematically close the gaps between the human capital we currently have and the leadership talent we will need to respond to our business challenges."
Video: 51 minutes • Overheads
Contemporary approaches to executive leadership development - A critical review
Dr. Aaron Pun, City of Toronto
- The executive development process
- Organizations requirements
- Executive development approaches
- Leadership competencies
- Four models of development directions
"Executive leadership development is a journey; not a destination."
Video: 55 minutes • Overheads
SUCCESSION PLANNING DURING TIMES OF TRANSITION
Leveraging the power of succession through significant organizational change: an HBC case study
Jodi Drake & Sandra Murray-Leduc, Hudson's Bay Company
- Responding to significant organizational change effectively
- Integrating talent assessment into due diligence
- Accurately identifying critical talent
- Designing customized retention strategies
- Collecting data for organization design during mergers and acquisition
"Talent is a key differentiator in uncertain times and talent will drive results."
Video: 38 minutes • Overheads
Developing the leadership for a major organizational transformation
Joanne F. Milligan, The Michener Institute for Applied Health Sciences
- Leadership and strategic planning for implmenting the transformation
- Identifying and developing new management competencies
- Identifying challenges for succession planning and performance management in the new business model
- Developing a flexible leadership capable of adapting to change
"Be intentional about all that you do. Be strategic about all that you do."
Video: 35 minutes • Overheads
Dealing with a leadership shortage
Bronwen Morgan, Sunnybrook Health Sciences Centre
- Deciding between internal and external candidates
- Integrating the new leader
- Sunnybrook Management Orientation Program
- Managing office politics
"You can be a leader in one sphere of your life but you may need to look up to others in their sphere of their life."
Video: 20 minutes • Overheads
OVERCOMING COMMON LEADERSHIP SUCCESSION CHALLENGES
Integrating the diversity/equity into the succession management process
Rosie Parnass, University of Toronto
- Stepping up leadership objectives
- Why is diversity important?
- Leadership with diverse groups
- Strategies for change
- Addressing barriers to advancement
"Equity/diversity/inclusivity is embedded in our competencies and it is expected that all of our managers, especially those in our more senior administrative roles will be assessed in this area."
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Best practices for designing and implementing a leadership succession program
Craig Szelestowski, Royal Canadian Mint
- How to align a leadership succession plan with business strategy
- Obtaining senior management buy-in
- Tips to creating a sustainable succession program
- Lessons learned
"Lead others to broaden their experience through inter-departmental projects, as a means of breaking down traditional silos."
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Accelerating the readiness of high potentials and succession candidates: a Constellation Energy case study
Stephen B King, Constellation Energy
- Succession and leadership challenges at Constellation energy
- The role and development in succession management
- Individualized and group-based development plannign approaches
- Effective development planning
- Utilizing experiences, relationships and feedback and formal learning strategies to accelerate development
"Individual Development Plans (IDPs) capture development goals and actions.
Development may be individualized, group-based, or combination."
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Assessing leadership potential
Patricia Griffin, Certicom Corporation
- Analyzing skills, experience and personal attributes
- Factors that can determine leadership potential
- Common challenges
- Retaining high potential candidates
"Know what you want when you look for talent, understand what makes a leader in your organization."
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