San Francisco, California
London, United Kingdom
Wednesday, May 3, 2017
5:30 p.m. to 9:00 p.m., registration begins at 5:15 p.m.
United Way’s Learning Centre, 580 Main Street
If cost is a barrier to participation, please call Linda at 204-924-4225
A light supper will be provided.
“Succession management is the greatest investment you can make in your organization’s future”. (DDI)
What happens if your Executive Director or other key people leave suddenly? Are you ready? Regardless of their size, non-profits and charities need to manage succession of key personnel. A plan and a process to meet staffing requirements are critical to your organization’s stability and sustainability.
Changing realities of workplaces is another reason to prioritize succession management and planning. What are some of those realities?
- Vacancies in senior or key positions are sometimes occurring simultaneously;
- Baby boomer retirements are on the rise and there is increasing demand for senior management expertise;
- There is no emerging group of potential employees on the horizon as in past generations;
- Younger managers interested in moving up may not yet have the skills and experience required.
With careful planning and preparation, organizations can manage the changes that result from a generational transfer of leadership as well as the ongoing changes that occur regularly when key employees leave an organization.
Participants in this workshop will acquire:
- An understanding of the components of succession management and planning
- Increased ability to use succession planning to support the long term viability and continued operation of the organization
- The tools needed to create succession plans
- Increased knowledge of how to integrate elements of succession planning into the organization’s talent management practices
Gordon is a human resources practitioner with more than 25 years of broad based experience. In his consulting role at People First, he works with a wide range of organizations in the private, public and not-for-profit sectors to design and implement human resource systems, policies and practices which serve to engage employees and help them operate to their full potential. His consulting practice currently focuses on leadership coaching, succession planning and organizational effectiveness. Gordon’s extensive background in human resources also allows him to assist clients in other areas such as performance management, employment equity, employee relations, respectful workplace, employee surveys and psychometric assessments. With a practical, focused and results oriented approach to consulting, Gordon is known for his ability to successfully navigate complex human resources issues and deliver exceptional results to clients.
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