LeadershipSuccionManagment

LeadershipSuccionManagment
Presidents, VPs, Directors, Managers and Consultants in: HR, Organizational Development, Succession Planning, Training & Development, Employee Relations, Talent Management February 12 & 13, 2015,Toronto • Successful practices for leadership transitions • Conducting a situational analysis • Understanding and leveraging a workforce planning system • Tips to creating a sustainable succession program • Synchronizing your training and talent management initiatives • Critical components of a successful mentoring relationship • How to conduct a talent review • Formal learning strategies to accelerate development • Addressing emerging skills and critical competencies to succeed in today’s economy • Cultivating transformational leadership Leadership Succession Management Two-Day Event! Workshop Included: Integrating Coaching & Mentoring into Leadership Development Driving corporate results through effective leadership succession planning and talent management 20th Course Leader Sussannah Kelly, DHR International, Inc. Course Leader Charles Marful, Ernst & Young LLP Angelo M. Pesce, Pesce & Associates Kyle Couch, Spectrum Organizational Development Inc. Stephen Fletcher, Newalta Sandro Iannicca, SI Consulting Group Victor Trotman, University Health Network Speakers & Participating Organizations Rosie Parnass, University of Toronto Simona B. Lombardo, Trader Corporation Milé Komlen, McMaster University Debra Watkinson, Sofina Foods Inc. Robert Wearing, Deeley Harley-Davidson Canada course highlights who should attend I will be bringing back practical information on succession planning & leadership development Benefited from networking & learning practical “how to” methodologies Many ideas, tools and concepts learned from presenters. I would like to take back and apply to my organization ASAP! Lots of great ideas and food for thought. Also, some great contacts. Excellent content! Enjoyed the emerging common themes. Very helpful in organizing my thinking around this issue. Excellent networking opportunity! Paul Boston, Actus Performance Inc.
SUSSANNAH KELLY Sussannah Kelly is Executive Vice President at DHR International, Inc. With over 20 years as a senior leader, she specializes in senior talent acquisition for clients in Canada and the United States. CHARLES MARFUL Charles Marful is the Director of Human Resources, Assurance Practice at Ernst & Young LLP. PAUL BOSTON Paul Boston is President at Actus Performance Inc., a human high-performance development firm. For over 15 years, he has been working with Fortune 500 companies helping them elevate their levels of performance, in sales, marketing and employee performance. KYLE COUCH Kyle Couch is President & CEO at Spectrum Organizational Development Inc., where he delivers customized training programs, organizational and leadership surveys, as well as develops progressive workforce and talent strategy plans. STEPHEN FLETCHER Stephen Fletcher is Director Human Resources & Labour Relations at Newalta. SANDRO IANNICCA Sandro Iannicca is the founder of SI Consulting Group (SICG). He has extensive experience in the areas of leadership assess- ment and development, executive coaching, performance management, succession planning and HR strategy. MILÉ KOMLEN Milé Komlen is Director, Human Rights & Equity Services at McMaster University. SIMONA B. LOMBARDO Simona B. Lombardo is Director Of Human Resources at Trader Corporation. ROSIE PARNASS Rosie Parnass is Executive Director Organizational and Leadership Development and Work-Life Support at the University of Toronto. ANGELO M. PESCE Angelo M. Pesce is Principal Consultant at Pesce & Associates, Human Resources Consultants. Angelo has extensive senior management experience in all aspects of human resources. VICTOR TROTMAN Victor Trotman is Senior Director, Labour Relations at the University Health Network. He is responsible for negotiation and administration of collective agreements, grievance handling, mediation, and arbitration. DEBRA WATKINSON Debra Watkinson is Manager, Organizational Development and Learning at Sofina Foods Inc. ROBERT WEARING Robert Wearing is Manager, Learning and Development at Deeley Harley-Davidson Canada. OVERCOMING LEADERSHIP SUCCESSION CHALLENGES Simply put, you cannot build a leadership succession plan if you do not have qualified people to move into leadership positions. This session will focus on practices that will help you to contend with the many challenges faced in succession management implementation. • Establishing accountability for succession management • Linking organizational values, behavioural competencies and skills • Using reward and recognition programs to retain star employees • Dealing constructively with factors that can derail a succession candidate • Increasing the transparency of the succession management process ENGAGING & RETAINING HIGH PERFORMERS Today’s organizations need to apply the latest winning strategies to engage and retain high-potential employees. This presentation will detail how to achieve this with a well-developed talent management strategy. • Why we need to care about high performers • Developing a framework to maintain employee engagement of high performers • Identifying and retaining high performing employees • Is there a difference between high performers & high potentials? • Using the psychology of motivation in order to engage and retain high potential employees • Offering 30-90 day check-ins and performance development reviews as a method of engagement and retention FACULTY COURSE PROGRAM COURSE LEADERS CO-LECTURERS This program has been approved for 11 Continuing Professional Development (CPD) hours by HRPA (HRPATM ) While nothing compares to the experience of attending the live event, with its enhanced networking opportunities and direct contact with leading experts, for those unable to attend in person FP provides a convenient option to still benefit from this unsurpassed learning experience:�� FP’s live interactive Webcasts allow you to actively participate in events, from downloading all material distributed by lecturers to asking speakers questions.
WORKSHOP DEVELOPING TOMORROW’S LEADERS A major challenge for organizations today is engaging and retaining the best talent as the age profile in the workforce shifts. This session will look at developing a new generation as tomorrow’s leaders. • Distinguishing your organization to attract the young generation with high potential • Is your work environment based on performance and does it stimulate leadership development? • Generating a greater sense of responsibility • Motivating and conveying a taste of success • Developing emotional intelligence and interpersonal skills ACCELERATING SUCCESSION CANDIDATE READINESS As many leaders throughout organizations prepare for retirement and employees cope with modern pressures, new strategies are needed to grow the talent pool and meet the needs for key positions from the next generation of workers. This presentation will outline how to accelerate your talent readiness. • Retirement and its impact on succession planning • Ensuring long-term success amidst leadership exodus • Criteria for evaluating high potentials • How to accelerate development • Integrating and orienting the new leader ONBOARDING LEADERS: ENSURING CREDIBILITY AND SUCCESS The costs associated with hiring new executives can be high. It is therefore essential to provide support to a new member of the management team so that they can succeed in the role they were hired to perform. This session will highlight best practices for developing an onboarding program for future leaders. • Aligning onboarding strategies with company objectives • Leadership coaching for new executives • Aligning individuals with the culture of the organization • How new management communicates with others • Ensuring executives have realistic expectations • Monitoring the progress of executives • Onboarding internal transfers ASSESSING & BUILDING LEADERSHIP CAPABILITY So much leadership development effort ignores the natural tendency of many people to lead without being chosen or even asked. This presentation will discuss ways to measure and build the level of leadership capability in your organization. • Assessing the level of leadership capability in your organization • Developing a definition of talent • Accumulating a pool of talent to satisfy leadership needs • Capitalizing on leaders’ inherent sense of accountability to foster their development and accumulation of achievement equity • Helping people to maximize the developmental benefits they derive from their performance experiences TRANSFORMATIONAL LEADERSHIP SUCCESSION It is no longer business as usual for organizations. Traditional forms of leadership are giving way to demands for transformational leaders who can take their organizations to the next level of growth and performance. This presentation will provide a better understanding of transformational leadership and how this relates to developments in succession management. • Why traditional leadership can fall short in today’s business world • Understanding what is transformational leadership • Redefining leadership competencies and integrated skills • Individual and organizational development needs • Cultivating transformational leadership • What can be done to take leadership performance to the next level DESIGNING/IMPLEMENTING A LEADERSHIP CONTINUITY PROGRAM For organizations to be effective, their management cadre must be well equipped with the necessary knowledge and skills to address to step into the breach both in terms of day-to-day operational issues and abil- ity to respond to emerging issues. This presentation will detail how to design and implement a leadership continuity program. • Role of leadership programs in creating leadership capacity • Critical components of a successful leadership development program • Importance of skill development and knowledge transfer • Avoiding common pitfalls BUILDING A TALENT PIPELINE INTO THE FUTURE Adopting a talent strategy that will keep the organization strong and agile into the future becomes absolutely paramount in times of business uncertainty, competitive pressures and significant organizational change. This presentation will offer guidance on how to build a robust talent pipeline and keep it full. • Creating a culture that embraces talent and succession management • Understanding and leveraging a workforce planning system • Identifying and building strength around mission critical positions • Instituting talent reviews and emerging talent identification • Realigning recruitment and retention strategies • Filling positions with continuously improving employees • Positioning external talent pools ATTRACTING AND PROMOTING DIVERSE CANDIDATES IN LEADERSHIP SUCCESSION PLANS Organizations, faced with the ever-changing demographics must adapt their current executive recruitment and promotion strategies in order to attract more diverse leaders. This session will examine effective strategies for attracting and promoting diverse candidates in leadership succession plans. • Creating a more inclusive environment • Key features of a leadership diversity strategy • Implementing the plan: the initial steps • Establishing self-sustaining diversity leadership initiatives • Constituency based leadership development • Mentoring high potential diverse candidates INTEGRATING COACHING & MENTORING INTO LEADERSHIP DEVELOPMENT Mentoring and coaching practices are an integral component of leadership development and succession management. This workshop discusses various approaches, as well as provides tips to successfully execute strategic initiatives within your organization. • Building successful mentor and coaching initiatives • Value of coaching and mentoring for leadership development • Role of leadership team in coaching and mentoring programs • Selection of mentors and coaches: key considerations • Critical success factors for mentoring and coaching programs COURSE PROGRAM
Cancellation: Please note that non-attendance at the course does not entitle the registrant to a refund. In the event that a registrant becomes unable to attend following the deadline for cancellation, a substitute attendee may be delegated. Please notify Federated Press of any changes as soon as possible. Federated Press assumes no liability for changes in program content or speakers. A full refund of the attendance fee less 15% administration fee will be provided upon cancellation in writing received prior to January 29, 2015. No refunds will be is- sued after this date. Developing leadership capability Jennifer Britton Potentials Realized Designing/Implementing a Leadership Development Program Shreyshree Raja St Michael’s Hospital Engaging & Retaining High Performers Chantal Thorn Chantal R. Thorn, Phd Consulting Building a Talent Pipeline into the Future Paula Gomes The Beacon Group Developing a New Generation as Tomorrow’s leaders Kartik Kumar Cambridge Management Planning Inc. From Baby Boomer to Gen Y: Aligning Values in Times of Transition Barry Nelson Practical Management of Canada Inc. Onboarding Seasoned and Junior Leaders: Ensuring Credibility and Success Dessalen Wood Cineplex Entertainment LP Utilizing Mentoring Leadership Programs in Succession Planning Initiatives Rosie Parnass, M. Ed. University of Toronto Case Study: Enabling Business Strategy Through Talent Development Bernice Parent MTS Allstream Inc. Municipality of Chatham-Kent Case Study Marianne Fenton Municipality of Chatham-Kent The Role of Leadership Programs in Succession Planning Tara Lockyer Manulife Financial Assessing and Developing Executive Leadership Capacity in the Federal Public Service Rea McKay Treasury Board of Canada Secretariat Is Your Organization Ready for Succession Planning? James Wong BMO Harris Private Banking Overcoming Leadership Succession Challenges Brenda M. Brown Compass Group Canada (CGC) Analytical Approaches & Tools for Assessing Talent Brett Abram Sleep Country Canada Accelerating Readiness of Succession Candidates Devi Persaud Planning for Succession Developing & Retaining Tomorrow’s Leaders Lisa M. Mattam The Mattam Group Integrating Coaching & Mentoring into Leadership Development Michelle Chambers Chambers and Associates Aligning TELUS Organizational Values and Strategic Business Objectives with Behavioural Leadership Competencies and Implications on Succession Planning Framework Richard Beed Telus Mobility Designing & Implementing a Leadership Continuity program Grant Armstrong Manager Organizational & Leadership Development Niagara Region Case Study: Hudson’s Bay Company Jim Campbell Hudson’s Bay Company Panel Discussion: Analytical Approaches & Tools for Assessing and Building Leadership Skills Stacey Karpman Future Electronics Inc. The Role of Executive Search in Succession Planning David Perry Perry-Martel International Inc. Incorporating Diversity and Equity Initiatives into Succession Planning Lynda Goldman Lynda Goldman Inc. Adopting a Pathway Approach to Building Leadership Capability Daniel Prince DP Solutions Payment must be received prior to Phone: 1-800-363-0722 Toronto: (416) 665-6868 Fax: (416) 665-7733 Registration: To reserve your place, call Federated Press toll-free at 1-800-363-0722. In Toronto, call (416) 665-6868 or fax to (416) 665-7733. Then mail your payment along with the registration form. Places are limited. Your reservation will be confirmed before the course. TO REGISTER FOR 20TH LEADERSHIP SUCCESSION MANAGEMENT MAIL COMPLETED FORM WITH PAYMENT TO: Federated Press P.O. Box 4005, Station “A” Toronto, Ontario M5W 2Z8 Name Title Department Approving Manager Name Approving Manager Title Organization Address City Province Postal Code Telephone Fax e-mail Please bill my credit card: AMEX VISA Mastercard # Expiration date: Signature : Payment enclosed:  Please invoice. PO Number: / WHEN CALLING, PLEASE MENTION PRIORITY CODE: LSM1502/E Location:Courtyard by Marriott Downtown Toronto, 475 Yonge Street, Toronto, ON, M4Y 1X7 February 5, 2015 Discounts: Federated Press has special team discounts. Groups of 3 or more from the same organization receive 15%. For larger groups please call. The “Proceedings” is your Web repository of learning resources for this event. It includes: - the recording of the lectures at the forthcoming event itself, including documentation, slides and audio-visual; - 25 or more carefully selected additional lectures (below), which are intended as a recommended enrichment of the course content, with many additional topics covered. The price of the Proceedings (one user licence) is $299 if you are attending in person or by Webcast; or $799 otherwise. PROCEEDINGS REGISTRATION COSTS NUMBER OF PARTICIPANTS: COURSE: $1975 WEBCAST: $1575* COURSE + PROCEEDINGS: $1975 + $299 = $2274 WEBCAST + PROCEEDINGS: $1874 PROCEEDINGS: $799* NOTE: Please add 13% HST to all prices. Proceedings will be available 60 days after the course takes place Enclose your cheque payable to Federated Press in the amount of: GST Reg.# R101755163 PBN#101755163PG0001 For additional delegates please duplicate this form and follow the normal registration process * One user licence * One user licence Conditions: Registration covers attendance for one person, the supplementary course material as described in this document, lunch on both days, morning coffee on both days and refreshments during all breaks. The proceedings of the course will be captured on audio or video. Time: This course is a two-day event. Registration begins at 8:00 a.m. The morning sessions start promptly at 9:00. The second day ends at 5:00 p.m.

LeadershipSuccionManagment

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