LEADERSHIP SUCCESSION MANAGEMENT

Conference held in Toronto on January 17, 18 & 19, 2006
Chairs: Judy Hauserman, Aon Consulting Group; Edyta Pacuk, MICA Consulting Partners; Robert Kolida, Hudson's Bay Company; Jocelyn Bérard, DDI Canada

CD-ROM: App. 11 hours of video presentations

To purchase, please contact Federated Press.

PRACTICAL IMPLEMENTATION CASE STUDIES

• HBC's integrated talent management strategy
• Leadership succession matrix
• The leadership profile
• Identifying and nurturing talent

"The competition for employees has compelled HBC to develop new internal processes to find and retain retail talent within its system. By developing a talent management strategy, the company has successfully begun to upgrade its HR function."

Video: 44 minutes • Overheads

Developing the next generation of leaders at Molson
Christine Greco, Molson Inc.

• Developing a shared plan
• Overview of succession planning process
• Talent development programs
• A case study for success
• Lessons learned and future focus

"To introduce a succession plan at Molson's, the HR department developed a succession planning process, which is now being successfully broadened to include all sectors of the corporation."

Video: 44 minutes • Overheads

Sustaining a dynamic leadership development process: The Enbridge leadership development framework
Brian Rabinowitz, Enbridge Consumers Gas Company Ltd.

• Leadership development: key elements
• Leadership development framework: the interrelated components
• Enbridge leadership model & competencies
• Leadership capability assessment
• Succession management process
• Second generation enhancement: leadership development strategies/programs

"Enbridge recognized its need for an increased focus on succession management, and the response was to clarify a leadership model and to match competency based tools to it."

Video: 43 minutes • Overheads

GROOMING TOMORROW'S LEADERS: PRACTICAL APPROACHES

Identifying and developing the pool of senior leaders at KPMG
Mary Fitzgerald, KPMG LLP

• Leadership essentials
• Selecting future leaders
• Developing a coaching culture
• Strategic priorities
• Knowledge and skills training

"Because of the rate of change in business and the regulatory environment, KPMG has decided to actively accelerate the development of future leaders. Developing a coaching culture is a long-term proposition. This will remain a foundation component for all future development programs."

Video: 33 minutes  • Overheads

Attracting & retaining high potential leadership talent
Eileen Kirk, Holt Renfrew & Co. Limited

• Integrated human resources approach to attracting leadership talent
• Keys to sustaining the new model
• Catalogue of learning offerings
• Key talent framework

"The core of Holt Renfrew's drive to attract and retain high potential leadership talent centres on the accessibility of leadership development and continuous learning within a performance-based culture."

Video: 49 minutes • Overheads

Executive mentoring and leadership development at Rogers Wireless
Kelly Davies, Rogers Wireless Inc.

• Tying executive coaching to leadership development
• Creating successful coaching relationships
• Selecting internal and external coaches
• Designing and managing the coaching approach

"The key goal of Rogers Wireless's executive coaching program is to align its talent and leadership development efforts with its business strategies."

Video: 43 minutes

Integrating diversity/equity into the succession management process
Angela Hildyard, University of Toronto

• Change strategies
• Leadership within diverse groups
• Engaging in a 360-degree feedback program
• Addressing barriers to advancement

"The push for promoting diversity into the succession management process at the University of Toronto is fuelled by the desire to take advantage of the benefits that diversity offers."

Video: 41 minutes • Overheads

Building leadership capacity for competitive advantage
Dr. Vince Molinaro, Knightsbridge

• Four aspects of the leadership gap
• Leadership gap solution: the dual response
• Identifying leadership succession
• Integrated leadership approaches

"The pressures on leadership in today's corporate world create demand for a more integrated developmental approach that focuses just as much on critical positions as that of just talent alone."

Video: 33 minutes • Overheads

Coaching tools for accelerating the development of next generation leaders
Edyta Pacuk, MICA Consulting Partners

• Coaching applications
• Characteristics of a successful mentoring initiative
• Importance of the mentoring process
• Roles and responsibilities of the mentor and the protégé

"The need for mentoring and coaching is driven by the recognition that talent at the top matters, and that the process will, in the end, increase productivity and retention of staff."

Video: 50 minutes • Overheads

Forecasting for succession planning and retention: Building a pipeline of talent with short- and long-term value at BMO Financial
Lynn Roger, BMO Financial Group

• Succession planning model at BMO
• Collective approach to talent management
• Development & deployment strategies
• Simplifying and clarifying the assessment process

"The central feature of BMO's succession management program is to establish a clear linkage to the business priorities, and to guide the process with standard talent management principles."

Video: 46 minutes • Overheads

Using assessment tools at Sleeman Breweries
Francis Hartman, Sleeman Breweries Ltd.

• Linking organizational values, behavioural competencies and skills with assessment tools
• Performance and assessment date to determine readiness for key positions
• Unique and multiple approaches to leadership development

"The key attribute that Sleeman Breweries seeks to uncover through its leadership assessment tools is the ability to lead the process of change throughout the corporation in an all-encompassing manner."

Video: 25 minutes

BUSINESS TRANSFORMATION THROUGH LEADERSHIP SUCCESSION

Building a talent management process that drives organizational results
Joanne F. Milligan, The Michener Institute for Applied Health Sciences

• The new and changing mindset about people
• Developing a people strategy plan
• Talent management as a strategic and holistic approach
• Integrated solution approach to leadership development

"Michener has embarked upon an integrated approach to talent management as a new route to enhance organizational effectiveness."

Video: 34 minutes • Overheads

Developing the leadership for a major organizational transformation
Larry Gibbons, Kinectrics Inc.

• Management change and restructuring issues
• Dealing with cultural adaptation
• Implementing training programs

"The organizational transformation at Ontario Hydro involved managerial, cultural, and operating systems change in order to be done successfully."

Video: 43 minutes • Overheads

What really determines leadership potential?
Jocelyn Bérard, DDI Canada

• A succession management approach
• Identifying potential common pitfalls
• Identifying highest growth potential
• Leadership potential factors

"The key to efficiently determining leadership qualities is to match previous high performance with future high potential. This in turn ensures the highest return on investment of development resources."

Video: 45 minutes • Overheads

• Leadership capability development
• Management advancement planning process
• Common leadership grid outcomes
• Common succession chart outcomes

"The key to successful management succession during organizational change lies in integrating talent assessment with HR strategy and processes. At this point the organization has become adaptive."

Video: 32 minutes • Overheads