13th Annual Succession Management Conference

Aligning Succession with Business Priorities and Changing Environments
NOVEMBER 09 - 10, 2017 | WESTIN NEW YORK AT TIMES SQUARE | NEW YORK, NY

November 09 - 10, 2017

About the Conference

The Conference Board CEO Challenge 2017 respondents set their focus on creating more agile, aligned, transparent, and responsive organizations built on a foundation of fiscal discipline, an engaged and resilient workforce, strong and inclusive leadership, and a willingness to nurture and develop talent with expanded twenty-first-century skills.

Building a strong leadership pipeline in support of this focus is key to achieving business success. It means letting go of legacy processes and outdated mindsets and creating new definitions and approaches to defining the leadership needed going forward, identifying critical roles and talent needs, identifying best new practices and processes for assessing, identifying, developing talent throughout the organization.

In the 13th Annual Succession Management Conference, we will focus on practices and processes that will take Succession Management into the future and enhance the partnership between HR and the business. There will be a prime emphasis on providing practical applications that can reduce complexity. Please join our thought leaders, companies, your peers in learning about and discussing practices that are taking succession into the future and how they can be applied to your organization.

Who Should Attend

SVPs, VPs, and Directors in the following groups responsible for succession management:

  • HR
  • Succession Management
  • Leadership Development
  • Talent and Global Talent Management
  • Training and Development
  • Employee Development
  • Diversity
  • Learning and Development
  • Workforce Planning
  • Executive Development

Get Involved!

Does this conference align with your business goals?

For Speaking Opportunities, please contact Rene Carew at rene.carew@conferenceboard.org

For Sponsorship Opportunities, please contact Michael Felden at michael.felden@conferenceboard.org

For Marketing Opportunities, please contact Melissa Mianulli at melissa.mianulli@conferenceboard.org

 

CPE logo

Earn up to 9.5 CPE credits
Management Services
Requirements : Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 7.5 (HR (General)) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

SHRM This program is valid for 7.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
LOCATION

Westin New York at Times Square
270 West 43rd Street
New York, NY 10036

Tel: +1 (212) 201-2700

Hotel Cut-Off Date: 10/17/17

Please Note: Registration fees do not include hotel accommodations.

SUPPORTING SPONSOR
Korn Ferry - Succession Managemenr 2017 - Supporti
ASSOCIATE SPONSOR
DDI - Succession Management 2017 - Associate Spons
MARKETING PARTNER
CCL Succession Mgmt 2017
AGENDA
NOVEMBER 09 - 10, 2017
WESTIN NEW YORK AT TIMES SQUARE,NEW YORK, NY

November 08, 2017

The Business Case

Today, it’s common to assess individuals against the specific requirements of a pre-determined role or set of expectations and then to make differentiated recommendations on one’s next step – which could include a mix of new skills, experiences and/or modification of traits. This approach, however, is individual and near-term focused. It may also over- or under-estimate an individual’s “fit” for the available roles and/or degree of risk associated with taking on that role. It also assumes a static organizational context (i.e., the position(s)/role(s) will be available when the individual is ready).

With the exception of CEO succession…organizations rarely, systemically looks at the movement of individuals or talent pools to key roles, nor do they often design long-term plans, involving various moves to create “multi-generational” benches of talent to ensure the right talent, is in the right place, at the right time for pivotal roles (and pivotal talent).

Registration and Continental Breakfast: 8:00 – 9:00 am
Seminar: 9:00 am – 4:30 pm (Including morning & afternoon breaks as well as a mid-day networking luncheon)

A Leading-Edge Approach to Enterprise Talent Movement and Succession Planning

9:00 am – 4:00 pm

Join Korn Ferry Hay Group and Iron Mountain to learn about how they brought best-in-class talent assessment practices and job evaluation methodologies to create a scientific approach to enterprise talent movement, in a dynamic organizational context, over a multi-year horizon. Learn how to ensure both individual and collective talent moves are done with efficiency, intentionality, and a full consideration of the associated individual and organizational risks. With the exception of CEO succession…organizations rarely, systemically look at the movement of individuals or talent pools to key roles, nor do they often design long-term plans, involving various moves to create “multi-generational” benches of talent to ensure the right talent, is in the right place, at the right time for pivotal roles (and pivotal talent).

Iron Mountain will share their success in assessing the performance, potential, readiness and fit of the top global leaders to the most senior roles within the organization — a combination which led to robust and non-traditional succession slates for C-Suite roles, uncovering a wider variety of potential candidates than expected. Moreover, for those individuals deemed potential C-Suite successors, prescriptive career paths to the aspirational roles were constructed. Through training provided to the Iron Mountain HR community, the organization is poised to cascade these efforts to the next level of leadership. The benefits of attending this pre-conference are to:

  • Help your organization manage the supply and demand of talent – and have the right people ready for the right roles, when needed.
  • Improve your organization’s predictions and recommendations for individual and organizational talent moves.
  • Maximize organizational benefits while minimizing risks to individuals and the organization with each talent move.
  • Based on the readiness of a leader, help your organization determine the true timeline and most efficient path to achieving an aspirational role.

Sandra O’Connor, Ph.D., Senior Client Partner, Korn Ferry Hay Group

Ron Garonzik, Ph.D., Senior Client Partner, Korn Ferry Hay Group

 

CPE logo

Earn up to 6.5 CPE credits
Management Services
Requirements : Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 5.5 (HR (General)) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

SHRM This program is valid for 5.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
November 09 - 10, 2017

About the Conference

The Conference Board CEO Challenge 2017 respondents set their focus on creating more agile, aligned, transparent, and responsive organizations built on a foundation of fiscal discipline, an engaged and resilient workforce, strong and inclusive leadership, and a willingness to nurture and develop talent with expanded twenty-first-century skills.

Building a strong leadership pipeline in support of this focus is key to achieving business success. It means letting go of legacy processes and outdated mindsets and creating new definitions and approaches to defining the leadership needed going forward, identifying critical roles and talent needs, identifying best new practices and processes for assessing, identifying, developing talent throughout the organization.

In the 13th Annual Succession Management Conference, we will focus on practices and processes that will take Succession Management into the future and enhance the partnership between HR and the business. There will be a prime emphasis on providing practical applications that can reduce complexity. Please join our thought leaders, companies, your peers in learning about and discussing practices that are taking succession into the future and how they can be applied to your organization.

Who Should Attend

SVPs, VPs, and Directors in the following groups responsible for succession management:

  • HR
  • Succession Management
  • Leadership Development
  • Talent and Global Talent Management
  • Training and Development
  • Employee Development
  • Diversity
  • Learning and Development
  • Workforce Planning
  • Executive Development

Get Involved!

Does this conference align with your business goals?

For Speaking Opportunities, please contact Rene Carew at rene.carew@conferenceboard.org

For Sponsorship Opportunities, please contact Michael Felden at michael.felden@conferenceboard.org

For Marketing Opportunities, please contact Melissa Mianulli at melissa.mianulli@conferenceboard.org

 

CPE logo

Earn up to 9.5 CPE credits
Management Services
Requirements : Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 7.5 (HR (General)) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

SHRM This program is valid for 7.5 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.

Amy Lui Abel, Managing Director, Human Capital, The Conference Board

Jazmine Boatman, Consulting Practice Leader, DDI

Mark Busine, General Manager, DDI

Allan Church, Senior Vice President, Global Talent Assessment & Development, PepsiCo, Inc.

Amy Clampett, Head of Human Resources, BT Financial Group

Matthew Dreyer, Vice President, Assessment and Executive Development, Prudential Financial

Ilene Gochman, Senior Client Partner, Global Head of Assessment and Succession Solutions, Korn Ferry Hay Group

Vicki Lostetter, General Manager, Talent and Organization Capability, Microsoft Corporation

Graciela Marques, Manager, Assessment and Executive Development, Prudential Financial Inc.

Kathleen McGovern Santos, Vice President, Career and Talent Planning, American Express Company

James Parker, Director, Employee and Organization Development, North America, BASF Corporation

Karishma Patel Buford, Learning and Development Business Partner, Groupon

Karen Powell, Global Head of Talent, Development and Diversity, Institutional Clients Group, Citi

Douglas Riddle, Senior Fellow, Senior Advisor Learning Solutions, Center for Creative Leadership

Alana Weiss, Learning and Development Business Partner, Google

David Woolwine, Chief Learning Officer, Sentara Healthcare

Supporting Sponsor
Korn Ferry - Succession Managemenr 2017 - Supporti
Associate Sponsor
DDI - Succession Management 2017 - Associate Spons
Marketing Partner
CCL Succession Mgmt 2017