Build capability in succession planning programmes across the management line, not only in the people function.
Designing Succession Planning Programmes
Practical training in succession planning programmes, grounded in real cases and applied to your own operation.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Data on succession planning programmes is abundant; insight about it is not. People decide what this strand of people management and development really means by watching who gets promoted. The course sets out a working method for the people management and development discipline that participants can apply the week they return. A common pattern is strong design of succession planning programmes paired with weak follow-through. Participants develop a defensible line of reasoning for the choices they make about this strand of people management and development. Across sectors, teams that rehearse the people management and development discipline outperform teams that only plan it. Participants who influence succession planning programmes without directly controlling it will find the content directly usable. Every module pairs a short input on the practice within people management and development with structured practice on the participant's own material. The programme ends where implementation begins, with this strand of people management and development broken into steps someone can start on Monday.
Expected Learning Outcomes
Estimate what succession planning programmes costs to run properly, and what is lost when it is not.
Align succession planning programmes with the wider objectives of the workforce rather than optimising it in isolation.
Assess the cost of succession planning programmes and the cost of leaving it as it is.
Pilot changes to succession planning programmes before rolling them out organisation-wide.
Plan succession and continuity for the roles most exposed to succession planning programmes.
Prepare a short, evidence-based briefing on succession planning programmes for senior management.
Who Should Attend
Specialists advising senior management on succession planning programmes.
Employee relations specialists handling cases arising from succession planning programmes.
Learning and development officers building capability in succession planning programmes.
Senior leaders accountable for the culture succession planning programmes produces.
Public sector personnel officers applying succession planning programmes within regulation.
Experienced practitioners formalising an approach to succession planning programmes that has grown up informally.
Course Modules
Succession planning programmes: fairness, equity and consistency
2 sessions · 8 pointsSession 1The conversation about succession planning programmes managers most often avoid
- Plan succession for roles most exposed to succession planning programmes.
- Define who decides on succession planning programmes and who may only recommend.
- Estimate the resource succession planning programmes requires to run as designed.
- State the purpose of succession planning programmes in one sentence a new manager would understand.
Session 2Applying succession planning programmes consistently to the person you like least
- Train line managers on succession planning programmes rather than handling every case centrally.
- Define acceptance criteria for succession planning programmes in advance.
- Compare intended and actual outcomes of succession planning programmes honestly.
- Establish what evidence demonstrates succession planning programmes is under control.
Succession planning programmes: records, privacy and legal defensibility
2 sessions · 8 pointsSession 1What your existing data already says about succession planning programmes
- Rank the weaknesses in succession planning programmes by consequence rather than by ease of fixing.
- Set the consistency check that catches uneven application of succession planning programmes.
- Pilot changes to succession planning programmes in one area before wider rollout.
- Confirm records relating to succession planning programmes meet retention and privacy rules.
Session 2Piloting a change to succession planning programmes before committing
- Identify the data the organisation already holds that bears on succession planning programmes.
- Define the trigger that would require succession planning programmes to be redesigned.
- Collect evidence on the present handling of succession planning programmes before proposing changes.
- Build the appeals route for succession planning programmes and publish it.
Succession planning programmes: capability across the management line
2 sessions · 8 pointsSession 1Writing a policy on succession planning programmes a line manager can actually use
- Ask employees what succession planning programmes feels like from their side.
- Design the communication for succession planning programmes around the questions people will actually ask.
- Remove steps in succession planning programmes that add effort without adding assurance.
- Confirm that reporting on succession planning programmes reaches the people who can act.
Session 2What to measure in succession planning programmes and what to ignore
- Script the difficult conversation succession planning programmes requires and rehearse it.
- Agree what will be standardised in succession planning programmes and what will not.
- Reduce the variation in how succession planning programmes is carried out between teams.
- Estimate the cost of succession planning programmes and the cost of leaving it unchanged.
Succession planning programmes: policy design and legal footing
2 sessions · 8 pointsSession 1Getting other functions to support succession planning programmes
- Arrange the handover of succession planning programmes so capability survives staff changes.
- Set the review interval for succession planning programmes and who attends.
- Assign responsibility for keeping documentation of succession planning programmes current.
- Document the reasoning for every exception granted under succession planning programmes.
Session 2Closing out succession planning programmes and capturing what was learned
- Establish who is informed, consulted and accountable in succession planning programmes.
- Build the internal briefing that explains succession planning programmes to those affected.
- Confirm that those complying with succession planning programmes understand why it exists.
- Measure the effect of succession planning programmes on retention and performance, not activity.
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
We will contact you within one business day to confirm.