Succession Planning & Leadership Development
Access this expert-led webinar instantly, available anytime on-demand.
Included in All-Access Membership Live Webinar
On-Demand Webinar Available
Customer Satisfaction Guarantee Learn with confidence. If you're not happy, we'll make it right. That's our guarantee.
In a study of more than 400 senior-level corporate executives, 55 percent indicated that their company’s performance is likely to suffer in the near future due to insufficient leadership. While many organizations assume the issue is a shortage of management talent, the real challenge is often ineffective succession planning. Without a structured approach to identifying and developing future leaders, organizations risk leadership gaps that can impact performance, continuity, and long-term growth.
Join this insightful webinar to learn a practical and actionable framework for identifying high-potential employees and preparing them for future leadership roles. You will discover how to assess leadership potential, develop critical leadership capabilities, and create a succession planning strategy that supports organizational success. Whether you are responsible for talent development, leadership training, or workforce planning, this program will provide valuable tools for building a strong leadership pipeline across your enterprise.
Your Benefits For Attending:- Learn how to identify leadership potential using the “4C” model to measure the probability of success in future leadership roles.
- Understand the unique attributes and capabilities future leaders will need, and why organizations should focus on developing successors rather than simply replacing current leaders.
- Explore the eight core experiences required to transform high-potential employees into highly successful leaders.
- Discover why leader-centric development initiatives often deliver an immediate positive impact on organizational performance and the bottom line.
- Gain strategies for motivating current executives to actively participate in the development and mentoring of future leaders.
- Review a practical blueprint for building a comprehensive succession planning program across the entire enterprise.
By attending this webinar, you will gain actionable insights that can help strengthen your organization’s leadership bench while positioning high-potential employees for long-term success. You will leave with practical strategies to improve leadership continuity, support business performance, and build a sustainable succession planning process.
Topics Covered:- Leadership potential assessment using the 4C model
- Succession planning versus replacement planning
- Developing future leadership capabilities
- Leader-centric development strategies
- Executive mentoring and leadership development
- Enterprise-wide succession planning frameworks
-
Joe Frodsham
For over a decade, Joe led JBKF Group, consulting with companies across industries on issues of talent and careers. In 2014, Joe merged JBKF Group with Career Management Partners (CMP), a talent and transition firm focused on recruiting, development, career transition, and outplacement solutions. CM [...]
HRCI Credit
SHRM Credit
ATAHR Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in human resources.ATAOP Credit
Aurora Training Advantage is offering continuing education points designed to recognize dedication to training and excellence in operations.
Invest in your future with confidence! Our Customer Satisfaction Guarantee eliminates all risk, letting you focus purely on mastering new skills and advancing your career. If you're not completely satisfied, we'll ensure you are. Your satisfaction is not just a promise; it's our guarantee.
This webinar received a total of 1 survey responses. Attendees have given an average rating of 4.8 stars out of a possible 5, reflecting the quality and value of the content presented.
Webinar Presentation
How many of the objectives of the event were met?
5.0 Stars
How useful was the information presented at this event?
5.0 Stars
Overall, how satisfied were you with this event?
5.0 Stars
Speaker Performance
Overall, how satisfied were you with this presenter?
5.0 Stars
How closely did the presenter follow the schedule?
4.0 Stars
Reviews From Webinar Survey
Our webinars are crafted to deliver exceptional value and insight to business professionals. Below, you'll find genuine feedback from attendees.
BMP Employee T.
August 12, 2026
4.8 / 5
Webinar Rating:
5.0 Stars
Speaker Rating:
4.5 Stars
Do you have any other comments, questions or concerns?
no comment
Frequently Asked Questions
Succession planning is the systematic process of identifying and developing future leaders to ensure organizational continuity when key positions become vacant. Despite its recognized importance, a study of more than 400 senior corporate executives found that 55% expected their company's performance to suffer due to insufficient leadership. The failure is rarely a shortage of potential talent — it is almost always a failure of process. Organizations often create succession lists rather than build succession pipelines, naming replacements without investing in their development, or developing leaders generically without the specific experiences required to succeed in targeted roles. The most common failure is treating succession planning as an HR administrative exercise rather than a strategic leadership priority requiring sustained executive commitment, deliberate high-potential development, and measurable accountability for results.
The 4C model provides a structured framework for assessing an employee's probability of success in future leadership roles rather than simply recognizing strong performance in their current position — a critical distinction, since the skills that make someone excellent as an individual contributor are not the same as those that predict leadership success. The 4Cs typically assess Capability (cognitive and technical capacity to handle increasing complexity), Character (the values, integrity, and emotional maturity that define how someone leads), Commitment (the drive and resilience required to sustain high performance through leadership challenges), and Contribution (the track record of impactful results demonstrating the ability to deliver through others). Using all four dimensions together creates a more complete and reliable picture of leadership potential than performance ratings alone, reducing the risk of promoting high-performing specialists who are not well-suited for people leadership responsibilities.
Research on leadership development consistently shows that leaders develop primarily through challenging experience rather than classroom training. The eight core developmental experiences that transform high-potential employees into effective leaders typically include leading a significant change initiative, managing a turnaround situation, building something from scratch, working cross-functionally outside one's home domain, managing through significant adversity or failure, gaining P&L or budget accountability, developing and mentoring others, and representing the organization externally to customers or partners. These experiences are categorized as developmental because they stretch leaders into unfamiliar territory demanding rapid learning and adaptation — precisely what senior leadership requires. Succession planning that maps specific developmental experiences to identified high-potential employees is far more effective than generic leadership training programs that lack the experiential depth required to build genuine leadership capability.
Leader-centric development — investing intensively in the capabilities of key leaders rather than distributing resources broadly and shallowly — creates a multiplier effect that produces disproportionate organizational returns. When the leaders who direct teams and shape organizational culture become meaningfully more effective, every person they manage benefits from better direction, clearer expectations, stronger coaching, and more inspiring purpose. Research demonstrates that direct management quality is among the strongest predictors of employee engagement, productivity, and retention — outcomes with direct financial consequences. Organizations that identify their highest-leverage leadership positions and invest concentrated development resources there frequently see faster bottom-line impact than those that spread investment evenly across all levels, because the leadership impact radius at senior and mid-management levels is substantially larger in terms of people affected and decisions made.
One of the most persistent obstacles in succession planning is motivating current leaders to genuinely invest in developing their own successors — a behavior that can feel counterintuitive when executives perceive high-performing direct reports as threats rather than assets. Organizations that succeed in this area do several things differently. They make successor development an explicit component of executive performance evaluation and compensation, creating direct accountability for pipeline-building results. They associate senior leaders' reputations with the quality of talent they produce — organizations that celebrate leaders who develop successors create a culture where developing others is a mark of excellence. They formalize executive mentoring relationships and create forums where leaders can share development insights. Connecting successor development to the organization's future health — framing it as professional legacy rather than replacement planning — transforms the emotional framing from threat to pride.