07 June, 2011

In this new era of increased Board scrutiny, building in flexibility and managing risk are increasing important focal points of Succession Management.

• Discover the drivers that are changing the Succession Management process
• Learn how to use assessments to identify future potential; navigate the politics of assessment and overcome obstacles to implementation
• Stop losing your high potentials by implementing a segmentation model that provides a new approach to mobility
• Balance succession efforts by focusing on both pools and specific career destinations
• Keep your pipeline full by retaining and accelerating the development of your internal talent

Tuesday, June 7, 2011

Registration, Continental Breakfast, and Welcome and Introductions 8–9:15 am

A 9:15–10:15 am

The Three Secret Levers of Effective Succession Management

Marc Effron, Author, One Page Talent Management and Founder, New Talent Management Network

B 10:30–11:45 am

Making Leadership Development and Succession Planning Holistic

Linda Kvistad, Director Customer Success, Taleo Corporation
Linda Luman, Vice President, Human Resource Operations, RSC Equipment Rental

Networking Luncheon 11:45 am–12:45 pm

C 12:45–2 pm

Stuck in the Past? Using Assessment Tools to Identify Future Potential

Kenneth Randall, Director, Executive Talent, Banner Health

D 2:30–3:45 pm

Building Bench Strength for Critical Positions, Pools and Specific Career Destinations

Carol Peccarelli, Vice President, Leadership Development and Learning Global Talent Management, Johnson & Johnson
Carolynn Cameron, Director, R&D Talent Management, Global Talent Management, Johnson & Johnson

E 4–5 pm

The Key to Future Business Success: A Full Pipeline

Jon Shepherd, Former Chief Learning Officer, Mars Incorporated