Cultivating Future Leaders: Succession Planning and Talent Development in NGOs Training Course

Introduction

In the dynamic and often resource-constrained non-profit sector, the continuity of leadership and the availability of skilled talent are paramount for ensuring sustained mission delivery and organizational effectiveness. NGOs frequently face challenges such as high staff turnover, limited resources for professional development, and the critical need to adapt to evolving global challenges. Without a proactive approach to succession planning and talent development, organizations risk losing institutional knowledge, experiencing leadership gaps, and hindering their ability to respond effectively to the needs of the communities they serve.

This intensive training course is meticulously designed to equip participants with a comprehensive and practical understanding of succession planning and talent development principles specifically tailored for NGOs. From exploring strategic workforce planning and competency frameworks to mastering talent identification, leadership development programs, coaching, and knowledge transfer, you will gain the expertise to cultivate a robust pipeline of future leaders and skilled professionals. This empowers you to ensure leadership continuity, enhance employee engagement, build organizational capacity, and strategically contribute to the long-term resilience and impact of your NGO.

Target Audience

  • Human Resources Managers and Specialists.
  • Learning and Development (L&D) Managers.
  • Executive Directors and CEOs of NGOs.
  • Program Managers and Department Heads.
  • Board Members (especially Governance/HR Committee).
  • Organizational Development (OD) Specialists.
  • Senior Leaders responsible for talent strategy.
  • Anyone involved in developing staff and planning for future leadership needs within an NGO.

Duration: 10 days

Course Objectives

Upon completion of this training course, participants will be able to:

  • Understand the fundamental principles of succession planning and talent development in NGOs.
  • Grasp various methodologies for strategic workforce planning and competency mapping.
  • Analyze effective strategies for identifying and nurturing high-potential talent.
  • Comprehend different approaches to leadership development and coaching.
  • Evaluate the importance of knowledge management and transfer in succession planning.
  • Develop practical skills in designing, implementing, and monitoring succession and talent programs.
  • Navigate the complexities of fostering a culture of continuous learning and growth.
  • Formulate robust strategies for ensuring leadership continuity and building a future-ready workforce for their NGO.

Course Content

  1. Introduction to Succession Planning and Talent Development
  • Definition of succession planning and talent development.
  • Why it's critical for NGOs: leadership continuity, institutional knowledge, adaptability.
  • Challenges in talent management for NGOs: funding, turnover, competition.
  • Benefits of a proactive approach: reduced risk, improved morale, enhanced capacity.
  • Aligning talent strategy with organizational mission and strategic goals.
  1. Strategic Workforce Planning for NGOs
  • Forecasting future talent needs based on strategic objectives and program evolution.
  • Conducting a skills gap analysis: identifying current vs. required competencies.
  • Identifying critical roles and positions for succession planning.
  • Analyzing internal talent supply and external market trends.
  • Developing a workforce plan to address gaps.
  1. Competency Frameworks and Talent Identification
  • Designing and implementing competency models relevant to NGO roles (technical, leadership, soft skills).
  • Utilizing competency frameworks for recruitment, performance management, and development.
  • Methods for identifying high-potential employees (HIPOs): performance reviews, assessments, peer nominations.
  • The 9-Box Grid for talent mapping.
  • Ethical considerations in talent identification.
  1. Leadership Development Programs
  • Designing effective leadership development programs for different levels (emerging, mid-level, senior).
  • Blended learning approaches: workshops, e-learning, action learning.
  • Developing leadership competencies: strategic thinking, decision-making, emotional intelligence.
  • Mentoring programs: matching mentors and mentees effectively.
  • Peer learning and communities of practice.
  1. Coaching and Performance Management for Development
  • Principles of effective coaching for individual growth.
  • Providing constructive feedback for performance improvement.
  • Linking performance management to talent development plans.
  • Creating Individual Development Plans (IDPs).
  • Role of managers and supervisors in talent development.
  1. Knowledge Management and Transfer
  • Importance of capturing and transferring institutional knowledge.
  • Strategies for knowledge retention: documentation, communities of practice, mentorship.
  • Addressing the risk of knowledge loss due to staff turnover or retirement.
  • Utilizing technology for knowledge management.
  • Best practices in organizational learning.
  1. Succession Planning Process and Implementation
  • Steps in developing a succession plan for critical roles.
  • Identifying potential successors and assessing their readiness.
  • Creating development plans for successors.
  • Communication strategies for succession planning.
  • Managing expectations of potential successors and current incumbents.
  1. Building a Culture of Learning and Growth
  • Fostering an environment that encourages continuous learning and development.
  • Promoting a growth mindset among employees.
  • Empowering employees to take ownership of their development.
  • Creating opportunities for stretch assignments and cross-functional experiences.
  • Celebrating learning and development achievements.
  1. Diversity, Equity, and Inclusion (DEI) in Talent Development
  • Importance of DEI for a robust talent pipeline.
  • Strategies for promoting diversity in leadership development programs.
  • Addressing unconscious bias in talent identification and promotion.
  • Creating equitable opportunities for all employees.
  • Measuring DEI outcomes in talent development.
  1. Future Trends and Advanced Talent Strategies
  • Impact of digitalization and AI on talent development in NGOs.
  • Agile talent management: adapting to rapid change.
  • The "gig economy" and its implications for NGO workforce.
  • Talent management for remote and distributed teams.
  • Global talent mobility and cross-cultural development.
  • Measuring the ROI of talent development initiatives.
  • Case studies of successful succession and talent programs in NGOs.

CERTIFICATION

  • Upon successful completion of this training, participants will be issued with Macskills Training and Development Institute Certificate

TRAINING VENUE

  • Training will be held at Macskills Training Centre. We also tailor make the training upon request at different locations across the world.

AIRPORT PICK UP AND ACCOMMODATION

  • Airport pick up and accommodation is arranged upon request

TERMS OF PAYMENT

Payment should be made to Macskills Development Institute bank account before the start of the training and receipts sent to info@macskillsdevelopment.com

For More Details call: +254-114-087-180

 

Cultivating Future Leaders: Succession Planning And Talent Development In Ngos Training Course in Fiji
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