Build coalitions across functions to make management succession planning stick.
Building Management Succession Planning Programmes for Critical Roles
A working programme in management succession planning for managers who have to deliver with existing resources.
📍 Abu Dhabi🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
When management succession planning is unclear, people default to protecting their own function. Most failures in this aspect of organisational leadership trace back to a conversation someone avoided having. Sessions alternate between guided analysis of the wider organisational leadership agenda and supervised application. The outcome is a practitioner who can hold a position on management succession planning and revise it on evidence. It is appropriate for those preparing to take on wider responsibility for this area of organisational leadership. The course covers the organisational leadership discipline at the level of detail needed to act, and stops there. Mature organisations treat management succession planning as a standing capability rather than a project that finishes. Most organisations already have a policy on this part of organisational leadership; far fewer can show it working. The programme ends where implementation begins, with the practice within organisational leadership broken into steps someone can start on Monday.
Expected Learning Outcomes
Judge when to escalate management succession planning and when to absorb it.
Identify the failure points in management succession planning most likely to cause loss, and control them first.
Build a concise leadership plan for management succession planning that colleagues can follow without further explanation.
Delegate responsibility for management succession planning without losing sight of the outcome.
Hold difficult conversations about management succession planning early, while they are still small.
Structure records of management succession planning so that they answer the questions an auditor will actually ask.
Who Should Attend
Human resources partners advising leaders on management succession planning.
Planning staff whose forecasts and budgets are affected by management succession planning.
High-potential staff being prepared for wider responsibility for management succession planning.
Project and programme managers whose success depends on management succession planning.
Managers with direct responsibility for management succession planning within the management team.
Executives leading multi-function programmes involving management succession planning.
Course Modules
Management succession planning: performance, standards and consistency
2 sessions · 8 pointsSession 1Building the method for management succession planning step by step
- Set the decision rights on management succession planning: who decides, who is consulted, who is told.
- Arrange the handover of management succession planning so capability survives staff changes.
- Confirm that those complying with management succession planning understand why it exists.
- Compare the cost of management succession planning with the cost of its absence.
Session 2The paperwork for management succession planning that is actually needed
- Write down the reasoning behind your position on management succession planning.
- Review a past decision on management succession planning and state honestly what you would change.
- Decide what you will delegate on management succession planning and what you will not, and say why.
- Decide the point at which you would escalate management succession planning.
Management succession planning: delegation, trust and accountability
2 sessions · 8 pointsSession 1Deciding on management succession planning when the information will never be complete
- Set out the decisions in management succession planning that require sign-off and by whom.
- Confirm that the people affected by management succession planning heard it from you first.
- State the outcome expected from management succession planning in a single sentence anyone can repeat.
- Agree the smallest change to management succession planning that would be visibly useful.
Session 2Comparing management succession planning with recognised practice
- Set the review interval for management succession planning and who attends.
- Identify the conversation about management succession planning you have been postponing, and schedule it.
- Record the rationale for each significant choice made about management succession planning.
- Verify six months later that changes to management succession planning have held.
Management succession planning: conflict, politics and informal power
2 sessions · 8 pointsSession 1Delegating management succession planning without abandoning it
- Set out how exceptions to management succession planning are requested and approved.
- Identify which function can quietly block management succession planning and address it directly.
- Set the review point at which management succession planning will be reconsidered.
- Name the person accountable for each part of management succession planning, not the committee.
Session 2Holding the line on management succession planning when it costs you
- Reduce the variation in how management succession planning is carried out between teams.
- Build the competence framework that supports management succession planning.
- Test whether the team can explain management succession planning in their own words.
- Agree the standard on management succession planning and confirm it applies to everyone.
Management succession planning: influence across functions you do not control
2 sessions · 8 pointsSession 1Building someone who can run management succession planning without you
- Agree the indicators that will show whether management succession planning is improving.
- Assign responsibility for keeping documentation of management succession planning current.
- Identify your successor for management succession planning and the gap they need to close.
- Close out actions on management succession planning rather than leaving them open indefinitely.
Session 2The meeting that finally unblocks management succession planning
- Ask the team what they think is wrong with the plan for management succession planning.
- Define acceptance criteria for management succession planning in advance.
- Confirm that contractual obligations around management succession planning are understood.
- Check whether incentives anywhere reward behaviour that undermines management succession planning.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
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