Succession Planning and CEO Oversight Training Course: Ensuring Leadership Continuity and Organizational Resilience

Introduction

In today's dynamic and unpredictable business environment, the seamless transition of leadership is not merely a human resources function but a critical strategic imperative for ensuring organizational resilience and sustained performance. This 5-day training course on Succession Planning and CEO Oversight is meticulously designed to equip board members, CEOs, and senior executives with the strategic frameworks and practical tools to proactively identify, develop, and transition leadership talent, thereby safeguarding institutional continuity and future readiness. Participants will gain deep insights into building robust talent pipelines, preparing leaders for future challenges, and establishing effective oversight mechanisms that ensure smooth, impactful leadership changes across all levels, particularly at the executive tier.

This intensive program is tailored for Chief Executive Officers (CEOs), Board Chairs, Non-Executive Directors, Chief Human Resources Officers (CHROs), and other senior leaders responsible for talent management and strategic oversight. It will empower attendees with methodologies for assessing leadership competencies, implementing effective development programs, managing the intricacies of CEO transitions, and ensuring that succession planning is deeply integrated into the overall corporate strategy. By mastering the art and science of succession planning and CEO oversight, this course aims to enable participants to cultivate a strong leadership bench, mitigate organizational risk, and drive sustained success through continuous leadership excellence.

Duration: 5 Days

Target Audience:

  • Chief Executive Officers (CEOs)
  • Board Chairs and Lead Independent Directors
  • Non-Executive Directors (NEDs)
  • Chief Human Resources Officers (CHROs) and HR Directors
  • Senior Executives (CFOs, COOs, CIOs, etc.)
  • Heads of Talent Management and Organizational Development
  • Company Secretaries (with oversight responsibilities)
  • Aspiring C-suite leaders
  • Consultants in Executive Search and Leadership Development
  • Government and Public Sector Leaders responsible for executive continuity.

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

  • Articulate the strategic importance of comprehensive succession planning for organizational resilience and continuity.
  • Understand the unique complexities of CEO succession and the board's role in it.
  • Develop effective strategies for identifying, assessing, and developing high-potential leaders across all levels.
  • Implement robust processes for managing leadership transitions smoothly and effectively.
  • Establish clear oversight mechanisms to ensure the success and long-term impact of succession plans.

Course Modules:

Module 1: The Strategic Imperative of Succession Planning

  • Defining succession planning: beyond replacement to strategic talent pipeline development.
  • Why succession planning is critical for organizational resilience, stability, and long-term growth.
  • The risks of inadequate succession planning: operational disruption, loss of institutional knowledge, decline in morale.
  • Aligning succession planning with overall business strategy and future needs.
  • Global trends in talent management and executive transitions.

Module 2: CEO Succession: Board Oversight and Best Practices

  • The board's primary responsibility in CEO succession planning.
  • Establishing a clear CEO profile: competencies, leadership style, strategic fit.
  • Internal vs. external CEO candidates: weighing the pros and cons.
  • Managing the CEO search process, including stakeholder engagement.
  • The critical role of the departing CEO in a smooth transition.

Module 3: Identifying and Assessing High-Potential Leaders

  • Criteria for identifying high-potential (HiPo) talent at all organizational levels.
  • Tools and methodologies for leadership assessment: 360-degree feedback, assessment centers, psychometric tests.
  • Creating a talent inventory and skills matrix.
  • Calibration processes to ensure fair and accurate talent identification.
  • Overcoming biases in talent assessment and promoting diversity in the pipeline.

Module 4: Developing Leadership Talent for Future Roles

  • Designing individualized development plans (IDPs) for HiPos.
  • Leveraging stretch assignments, cross-functional projects, and global rotations.
  • The role of executive coaching and mentoring in leadership development.
  • Formal leadership development programs and external educational opportunities.
  • Building a culture of continuous learning and growth across the organization.

Module 5: Managing Leadership Transitions Effectively

  • Planning for various transition scenarios: planned retirement, unexpected departure, new role creation.
  • Developing detailed transition plans for key leadership roles.
  • Communication strategies during leadership changes: internal and external stakeholders.
  • Onboarding new leaders for rapid effectiveness and cultural integration.
  • Ensuring continuity of operations and strategic momentum during transitions.

Module 6: Succession Planning for Critical Roles Beyond the CEO

  • Identifying other critical roles that require robust succession plans (e.g., CFO, COO, Head of Key Business Units).
  • Tailoring succession strategies for functional leaders and technical experts.
  • Building depth in the talent pipeline for various departmental needs.
  • The role of middle management in fostering talent within their teams.
  • Integrating departmental succession plans into an enterprise-wide framework.

Module 7: Board and Committee Oversight of Talent Management

  • The role of the Human Resources/Nominating & Governance Committee in succession planning.
  • Regular talent reviews and pipeline reporting to the full board.
  • Metrics and KPIs for tracking succession planning effectiveness.
  • Ensuring diversity and inclusion are embedded in talent identification and development.
  • Legal and ethical considerations in succession processes.

Module 8: Building Organizational Resilience Through Leadership Continuity & Action Plan

  • The link between effective succession planning and long-term organizational resilience.
  • Adapting succession strategies to future business models and disruptive changes.
  • Fostering a culture where talent development is a shared responsibility.
  • Best practices in succession planning from leading global organizations.
  • Participants' action plans for enhancing succession planning and CEO oversight within their own organizations.

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

 

Succession Planning And Ceo Oversight Training Course: ensuring Leadership Continuity And Organizational Resilience in Nigeria
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