Succession Planning in Japanese: Developing Talent from Within
Ensure your organization always has well-trained, experienced people in key positions.
Research shows that most companies have little or no deliberate succession planning in place—and aren’t fully aware of how much the lack of it can cost their organization, especially in an unstable economy. Managing the succession of talent is a vital strategic process that minimizes gaps in leadership and enables your best people to develop the skills necessary for possible future roles.
This seminar will show you how to design and implement an effective and flexible succession plan that will help your organization continue to grow and achieve its business goals.
- 154,000 yen (inc.tax)
- Delivery Language: Japanese Material Language: English
- Hosted by
- Quintegral Ltd.
- 2 days（9:30-17:30）
- PDU Power Skills: 14.0
Select date & time
- ● Material Language: English; Delivery Language: Japanese; Participants are asked to read English instructions before exercises.
- ● Live online seminar is delivered using Zoom.
How You Will Benefit
- ● Learn to formulate strategies for attracting, retaining and developing skilled individuals
- ● Know how to develop future leaders from within while retaining intellectual/operational expertise
- ● Be able to sustain business relationships that are vital to your organization’s success
- ● Develop a targeted approach to identify the competencies needed for specific positions
- ● Help increase retention by matching your company’s needs with the aspirations of individuals
Who Should Attend
- Mid to senior level managers; business unit heads; human resources personnel and organizational development professionals.
1. Building Competitive Advantage with Talent—It’s a Journey
- Recognize How Traditional Succession Planning Fits into an Organization’s Overall Talent Management Strategy
- Identify the Six Levels of Succession Management Programs and Recognize Where Your Organization Is on the Journey
- Describe the Five Steps of Succession Management in Today’s Organizational Environment
2. Using Business Strategy to Determine Talent Needs
- Identify Trends Impacting Your Business Strategy
- Explain Your Organization’s Business Strategy and How That Impacts Succession Planning
- Describe the Attributes, Traits, and Competencies That Align to Specific Business Strategies
- Recognize Your Own Personal Strengths and Weaknesses Related to Learning Ability
3. Assessing Leadership Potential
- Define Leadership Potential and High Potential
- Describe Criteria for Identifying High Potentials
- Utilize Tools for Identifying and Assessing Potential
- Support the Use of Assessments as the Best Practice for Assessing Talent
- Recognize the Impact of Transparency or the Lack of Transparency on Employees
- Facilitate Talent Review Meetings
4. Identifying Readiness and Thinking Creatively About Development
- Create a Process for Reviewing and Developing Employees Throughout the Year
- Select Tools and Forms That Support Your Process
- Recognize What Makes Leaders Grow Faster
- Apply the 70-20-10 Framework to Individual Development Plans
- Conduct Interim Review Meetings Initiated By the Employee
- Identify the Impact of Millennials on Talent Management
5. Measuring and Evaluating Succession Management
- Recognize the Importance of Using Metrics to Evaluate Succession Planning in an Organization
- Identify Areas That Should Be Measured
- Describe How Predictive Analytics Can Be Used in Succession Planning
- Determine Which Metrics Will Be Most Useful to Your Organization
- Recognize the Role Intuition May Have in Succession Planning
6. Action Planning to Advance Overall Succession Planning for the Organization, Yourself, and Your Team
- Apply Some of What You’ve Learned to the Three Major Areas of Your Organization
Prerequisite / Pre-Assignment
English reading skills are required.
- Course outline is partly subject to change without prior notice.
Monday - Friday 9:00-17:30
Closed: Saturday, Sunday, National Holidays, New Years holidays (12/29-1/4)