November 08, 2017  — Pre-Conference Seminar: A Leading-Edge Approach to Enterprise Talent Movement and Succession Planning
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November 09 - 10, 2017  — 13th Annual Succession Management Conference
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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 It means letting go of legacy processes and outdated mindsets and creating new definitions and approaches to defining the leadership needed going forward, identifying critical roles and talent needs, identifying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.


Register before September 30th and Save $200!


Topics of Discussion Will Include:

  • Maximize the Power of Integrating Assessment and Development for Succession
  • Learn about innovations in succession management practices as they adapt to changing needs of cultures and business models
  • Interact with your peers on a number of networking opportunities – industry table discussions, size of organization, hot topics, applications
  • Experience ways to overcome unconscious bias in talent review discussions
  • Gain insight into the best practices in CEO candidate development
  • Discover how three companies have selected and incorporated technology platforms into succession management
  • Find out what it takes to embed a new succession management initiative (focus on critical roles) into your organizational culture
  • Find out how a growth mindset changes the landscape of leadership potential in an organization
  • Hear from organizations about what they have learned about developing millennials

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 

Register for Conference
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).

This pre-conference is for practitioners who:

Are seeking:
• A robust talent “chessboard” when considering the organizational impact of multiple talent moves.
• Assurances that they are mitigating risks for each individual and collective talent move(s).
• Definitive candidate slates by role
• Recommended individual career steps or milestones for an individual, slate, or pool of talent (with estimated timing)

Want to address the following challenges:
• Leaning too heavily on too few names (on succession slates)
• Stretching people too far (seeing a high failure rate)
• Going external too often to fill key roles
• Thinking only one-move ahead on top talent; planning only for the short-term (0-2 yr horizon)
• Dealing with a surplus of talent or a gap in an area (requiring better distribution)

Sandra O’Connor, Ph.D., Senior Client Partner, Korn Ferry
Curtis Rising, Executive Talent, Iron Mountain
Ron Garonzik, Ph.D., Senior Client Partner, Korn Ferry

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.


Register before September 30th and Save $200!


Topics of Discussion Will Include:

  • Maximize the Power of Integrating Assessment and Development for Succession
  • Learn about innovations in succession management practices as they adapt to changing needs of cultures and business models
  • Interact with your peers on a number of networking opportunities – industry table discussions, size of organization, hot topics, applications
  • Experience ways to overcome unconscious bias in talent review discussions
  • Gain insight into the best practices in CEO candidate development
  • Discover how three companies have selected and incorporated technology platforms into succession management
  • Find out what it takes to embed a new succession management initiative (focus on critical roles) into your organizational culture
  • Find out how a growth mindset changes the landscape of leadership potential in an organization
  • Hear from organizations about what they have learned about developing millennials

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 

Scheduled Speakers November 09 - 10, 2017

Scheduled Speakers November 09 - 10, 2017
  • Karishma Patel Buford, Global Head of Talent Development & Diversity, Groupon
  • Allan H. Church, Ph.D., Senior Vice President, Global Talent Assessment & Development, PepsiCo, Inc.
  • Vicki Lostetter, GM, Talent and Organization Capability, Microsoft
  • Genevieve Coleman, Director of Talent Management, Stryker
  • Barbara Rodriguez, Head, Enterprise Succession Management & Organization Capability, Johnson & Johnson
  • Ilene R. Gochman, Ph.D., Senior Client Partner, Korn Ferry Hay Group
  • Amy Clampett, Head of HR, BT Financial Group
  • Amy Lui Abel, PhD, Managing Director, Human Capital, The Conference Board
  • Matt Dreyer, VP-Assessment & Executive Development, Prudential Financial
  • Graciela Marques, Manager-Assessment & Executive Development, Prudential Financial
  • David Woolwine, Chief Talent Officer, Sentara Healthcare
  • Douglas Riddle, Ph.D, DMin, Senior Fellow, Senior Advisor Leadership Solutions, Center For Creative Leadership
  • Kate McGovern Santos, Vice President Career & Talent Planning, American Express
  • Alana Weiss, Learning & Development Business Partner, Google
  • James Parker, Director, Employee & Organization Development, North America, BASF Corporation
Supporting Sponsor
Korn Ferry - Succession Managemenr 2017 - Supporti
Associate Sponsor
DDI - Succession Management 2017 - Associate Spons
Marketing Partner
CCL Succession Mgmt 2017