Succession Planning - ExecOnline

Succession Planning Programs

Business is moving at an incredible pace, and succession planning has become much harder as a result. How can organizations make smart talent planning choices in this ever-changing environment? One big shift to consider: succession planning needs to be built for the many, not the few.

Developing a broader array of leaders using scalable, flexible solutions will help you build a stronger bench of talent. ExecOnline can partner with you to create a flexible, scalable roadmap for developing your successor pool.

The Challenge

  • Managing through organizational changes, such as shifts in strategy or re-organizations, that can render succession plans out of date very quickly.
  • Determining the most effective and efficient ways to move each identified successor to “ready now” status.
  • Considering potential moves for leaders in newly created positions, who have no clear next step in their leadership progression.
  • Providing key talent with enough investment, development and challenge to retain them while they await their next role.

Why Succession Planning Programs?

Why might an organization integrate a virtual solution into their successor development efforts?

The virtual nature of the programs allow for learning on the individual’s schedule, negating the need for travel or time out of the office that accompanies similar in-person programs. Our offerings allow you to customize your approach to each identified successor’s development needs or address any key organizational priorities for emerging leaders (ie: focus on innovation; operational excellence etc.). Additionally, ExecOnline programs run 5 times per year, allowing for seamless alignment with your talent review, performance manage and promotions processes.

How will a program like this help create a stronger bench of talent?

The variety of programs, accessible cost structure, and the flexibility of deployment allow you to address more development priorities across a wider array of leaders. When your leaders have a broader, more adaptable skill set, it ensures they are developed for more than one potential role. By building critical skills and behaviors earlier, below the director level, emerging leaders can “step up” when the need arises.

When should you consider implementing this type of program?

This type of development program should be implemented in alignment with talent reviews or talent planning conversations, which may happen quarterly, bi-annually or annually within an organization. You may also choose to align our programs to your promotion or performance management cycles.

ExecOnline Programs

leaders have gone through ExecOnline programs
of participants complete their ExecOnline program
of participants apply their learnings to their role
of participants are likely to recommend ExecOnline programs to a colleague

I really enjoyed the video lectures that were connected with the slides. All the professors are great, dynamic speakers and really helped me engage and understand the material and how to apply it, with relevant industry examples and great stories!

Director of Quality

Engineering Company

The live meeting structure was excellent, including the breakout team forum. Very useful and interesting to hear the other team members’ experiences. The take aways are key for developing my own personal case, and the facilitator did a great job. The overall experience was excellent.

Design Engineering Manager

Manufacturing Company

How We Partner With You

  • 1. Meet With You to Understand Your Challenge

    You'll have a dedicated account team who will partner with you throughout the process. We will meet with you, virtually or in person, to learn more about your organization, your situation and goals.

  • 2. Determine the Right Program Fit

    From there, we will share a variety of options to help you achieve your goals, and work collaboratively to determine the best course of action.

  • 3. Run the Program

    Your ExecOnline account team will manage the process of running the program, keeping you appraised of progress while minimizing the effort needed on your end.

  • 4. Share Data & Insights

    After your program concludes, we will meet with you to share the data and insights we've collected over the course of the program. Among the insights we'll share: a leadership competency and capability analysis; a measure of organizational challenges faced by program participants; and reporting on individual projects completed in the program and their associated ROI.

  • 5. Plan for What's Next

    We'll work closely with you to plan for next steps, ensuring a smooth integration of the ExecOnline offerings with other internal processes or initiatives.

Interested in developing a new leadership initiative?

Schedule a conversation with us to learn more on how we can partner with your organization.

ExecConnect | Oct 27 - Build a blueprint for the next generation of leadership