On this subject Tim Ringo, Global Leader of Human Capital Management for IBM Global Business Services, said: “In today's business environment, organizations worldwide need to have a pipeline of future leaders who can deliver on today's commitments, drive workforce and enterprise transformation, and lay the groundwork for future growth. Effective leadership not only guides individuals through turbulent business conditions, but creates a climate that attracts and retains high performers, who will be in increasingly short supply in the future.”
Marcus Evans, in their promotional materials for the event, said that highly credible workforce age demographics predict an unavoidable tsunami of executive level talent shortage on a global basis for the next decade. In the past, attention to succession planning has waned in times of less than full employment and cycles back in times of full employment. Today, organizations that fail to implement a viable succession planning process that effectively drives tactical leadership development initiatives clearly put their corporate growth objectives at severe risk.
At the same time the increased need for effective succession planning exists, numerous survey research studies show that a large majority of organizations are not satisfied with their efforts. Studies also show that executive turnover is increasing. The two top reasons executives leave are lack of challenge for personal growth and thinking that there are limited advancement opportunities. This is ironic since developing talent to improve the leadership pipeline is the next step following succession planning. In addressing the need to grow leadership talent from within, organizations that provide more targeted and more meaningful executive development experiences will improve executive retention.
This course is said to be highly innovative, and it has been proven to work internationally and cross functionally within organizations. Also, it is reputed to be simple and easy to understand and implement, delivers compelling outcomes with efficient use of executive time, and uniquely predicts vacant positions in the next 12 months. Finally, it contains useful research about key policy issues and provides practical tools for each step in the total solution, according to sources at Marcus Evans.
It is recommended that you should not miss this course if you are involved with installing a new or improving an existing succession planning process. Do not miss this great opportunity for to interact and exchange ideas with delegates from other companies who are faced with the same challenges.
Scheduled sessions include “Key principals in succession planning and talent development,” “Tools to prepare leaders for their involvement in the process,” and “Development strategies and readiness.”
Marcus Evans regularly holds events in Tokyo, Singapore, Seoul, and other focal points in East Asia. Upcoming events in Seoul include Carbon Mitigation and Management in December, and the 5th Annual CFO Forum and R&D Excellence in February. For more information, check out their web site at www.marcusevans.com.
