Member Fees: $299
Non-Member Fees: $399
Live Online | March 26th, 2026 | 8:00AM-12:00PM CST
Succession planning is often viewed as a future-focused exercise, yet many organizations struggle to move beyond informal conversations or high-level lists of potential successors. Building a strong leadership bench requires clarity around critical roles, a shared understanding of what success looks like, and a realistic approach to assessing readiness, development, and risk.
This half-day, instructor-led workshop provides a structured, practical walkthrough of the succession planning process. Using a step-by-step framework, participants will explore how to identify roles that pose the greatest risk if left unfilled, define success requirements for those roles, evaluate internal talent against future needs, and plan for both short-term disruptions and long-term transitions.
Rather than completing a full succession plan in-session, participants will gain a clear roadmap for how effective succession planning is built, maintained, and communicated over time. The session emphasizes thoughtful decision-making, appropriate communication, and the organizational discipline required to sustain succession efforts, equipping participants with the clarity and tools needed to determine next steps for their organization.
Learning Objectives
At the conclusion of this program, participants will be able to:
🏀Identify critical roles that warrant succession planning based on business impact and disruption risk, rather than title alone.
🏀Define success requirements for key roles by distinguishing current expectations from future leadership needs over the next 2–5 years.
🏀Evaluate internal talent readiness using multiple factors, including performance, potential, readiness, and risk, to support more informed succession decisions.
🏀Differentiate between talent gaps and organizational gaps to better align development strategies and succession planning efforts.
🏀Outline targeted development approaches that support leadership readiness through intentional experiences, exposure, and support.
🏀Recognize the importance of scenario planning by preparing for both immediate vacancies and planned leadership transitions.
🏀Apply thoughtful communication strategies when discussing succession planning with leaders, potential successors, and other impacted stakeholders.
🏀Describe a sustainable review process for updating succession plans as organizational needs, leadership capacity, and risk profiles evolve.
For Cancellation/Reschedule and Inclement Weather Policy please click HERE
HRCI Accreditation:
Recertification Credit Hours: 3.5
Specified Credit Hours: HR
SHRM Accreditation:
Professional Development Credits Awarded: 3.5
CPE Accreditation:
Professional Development Credits Awarded: 4.0 Recommended
AAIM Employers’ Association is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of continuing professional education on the National Registry of CPE Sponsors. State boards of accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.learningmarket.org.
Course Date and Time