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Succession Planning and Talent Development

Leadership planning and succession is vital to an organization’s long-term success – yet it has proved to be challenging for most, and getting it right (or as right as possible) is not guaranteed, but is critical to the business.  The questions seem endless – How do we identify who might be ready, for what role, and when? What data do we have to lean on? How objective is that data?

After potential talent for tomorrow is identified, often the next question is: How do we get them ready?  Developing your organizational talent to be ready to take on future challenges is key to organizational continuity, as well as employee retention and engagement, and ultimately productivity and results. Recent research points to shortfalls in perceived development opportunities within an employee’s organization as a big reason behind the Great Resignation.  We must think differently about how we develop our talent. 

Many times organizations take a fairly narrow approach, focusing on critical roles and managing the pipeline for senior roles; however, making optimal talent decisions requires a holistic succession and talent development plan.  Join Tonya Baker, Managing Consultant with SHL for a discussion around best practices and new trends in Succession Planning and Talent Development. 

ABOUT OUR SPEAKER: 

Tonya Baker

Tonya is currently a Managing Consultant and Manger, Talent Solutions for SHL and is based in Roanoke, VA. She is an Industrial/Organizational psychologist with 25 years of experience helping organizations to identify, develop, and retain the talent needed to drive business results. As a manager and member of the Professional Services Consulting team, she has a dual role as leader of a team of consultants, as well as partnering with clients to design and implement solutions that enhance talent management initiatives, including candidate screening and selection, succession planning and leadership development.

Tonya has extensive experience in the development and implementation of both talent acquisition and talent management systems, including selection assessment, behavior-based interviewing, assessment centers, competency modeling, succession planning, employee surveys, multi-rater feedback, coaching and performance improvement, training and leadership development, and talent acquisition operations. She has worked in both corporate and consulting organizations, and her consulting clients have included both public and private companies, small and large businesses, as well as non-profit groups.

Tonya holds an MA in Industrial and Organizational Psychology from the University of New Haven (CT), and a BS in Business Administration from the University of New Hampshire.

PROUD SPONSOR: 

Elder Care Solutions