Panel: Unplanned Succession Planning - Lay the Foundation for Success!
Featuring a panel of successful C-level executives, this webcast examines key considerations of a proactive succession planning process that builds a strong leadership pipeline within your organization and mitigates risks during the transition. This is an AICPA 2020 CFO Conference session rebroadcast.
Format
Webcast
Date
Apr 09, 2021
NASBA Field of Study
Personnel/Human Resources
Level
Intermediate
CPE Credits
1
Author(s)
Sandy Sloyer, Joselin R Martin, Rod Bench
Availability
3 months
Product Number
WC2966712
- Determine how to build strong leadership pipelines to mitigate departure risks
- Determine how to create a succession and transition plan to ensure success when leadership departures happen
- Private equity situation – replacing founder of recently funded start-up
- Internal COO change situation – handling broad responsibilities of a chief operating executive whilst transitioning to a new leader
- Financial considerations
- Knowledge transfer and other planning considerations
Succession planning: a proactive approach to leadership change
This is an AICPA CFO Conference session rebroadcast.
Preparing for the unexpected. Or in most cases, preparing for what is expected. Either way, leadership change is inevitable. And how you plan for it determines the impact on you and your organization.
Organizations face constant pressure to build a strong, effective, and sustainable leadership pipeline. Like most strategic planning, this is easier said than done.
When it comes to the succession planning process, many organizations are challenged to ensure their succession strategy is flexible enough to meet the needs of the organization and its employees. A suitable succession plan prevents organizations from taking a reactive approach to a leadership vacancy.
This webcast, featuring a panel of successful C-level executives, will proactively prepare you for a smooth transition to ensure leadership changes do not interrupt major business initiatives. The planning process and resulting plan also deliver other benefits, including:
· Motivating employees by creating growth opportunities · Identifying skills gaps and talent development needs · Adapting the organization to changes in leadership · Transitioning highly specialized skills into key roles · Preserving institutional knowledge
- CGMAs
- C-level executives from firms of all sizes
- Anyone in a leadership position
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