HCI's Leadership Development & Succession Strategist Certification Course

HCI’s Leadership Development and Succcession Strategist (LDSS)

USD 1,995.00

Faculty Instructors: Sharma Kumari

Two-day course. Offered by the prestigious Human Capital Institute, Leadership Development & Succession Strategist (LDSS) is designed to help you accelerate leadership readiness and cultivate talent for sustainable growth. Register for this course.

Clear selection
Download Course Programme PDF

Course Information

Accelerate leadership readiness and cultivate talent for sustainable growth

Accelerate leadership readiness and cultivate talent for sustainable growth. Take succession planning beyond the C-suite and plan leadership development solutions that address competency gaps, identify high-potential talent, facilitate engagement and drive growth throughout the organisation.

Sustainable Future Growth | In order to remain competitive, today and in the future, organisations need a steady pipeline of high-performing and high-potential talent. Leaders need an effective process to pinpoint the knowledge, skills and experience that build strong future leaders. To close leadership gaps, the process for developing leaders and managing succession plans must be flexible, scalable and repeatable. This course provides a framework for aligning leadership readiness strategies with business goals, developing meaningful analytics and building robust talent pipelines for future growth.

■ 2-day interactive session
■ in-person open enrollment or in-house offering
■ includes industry-recognised certification
■ supports HRCI and SHRM re-certification

Learning Objectives

■ Go beyond the 9-Box and integrate a variety of talent planning, development and deployment activities to move your business forward;
■ Differentiate high potential talent from high performers;
■ Create a modern, scalable and repeatable structure for leadership readiness and succession;
■ Build the capability of your manager population to conduct talent reviews and make data-driven succession and decisions;
■ Align learning and development solutions with current and future skill/capability/talent requirements.

HCI - LDSS - Strategic Leadership Readiness

HCI- LDSS - Featured Companies

Learning Architecture

All HCI courses are built on a foundation of:
■ Substantive and contemporary content, consistent with business school standards;
■ Practical and actionable concepts, presented in case format;
■ Active involvement, engagement and participation;
■ Real world practices, that require application of the material;
■ Use of best media and methods across learning styles;
■ Highest quality instructors in both subject matter and pedagogy; and
■ An objective emphasis on measurably improving business performance.

Learning Fundamentals
■ Optimised blended learning environment;
■ Grounded in original research;
■ Designed and taught by senior academics and executives;
■ Highly interactive, case-based and collaborative;
■ Continually updated with new content, tools and information;
■ Practical, effective and focused on measurable business results; and
■ Supported by deep informal learning resources.

2020

Asia

15 – 16 Apr | Kuala Lumpur, Malaysia

10 – 11 Aug | Kuala Lumpur, Malaysia

Day One

Introduction (HCI’s Strategic Leadership Readiness Approach; Learning design, environment and expectations; Course overview.)

Module 1 | ALIGN (Kaiser Permanente: How your business works and where it’s going; The imperative skillsets for tomorrow’s leaders; Business strategy alignment; Aligning business strategies with leadership capability activity; HCI Strategic Workforce Planning Model; External influencing factors; Internal influencing factors; Four Seasons Hotels and Resorts: leadership development in a constantly changing landscape; Evaluating factor and risk activity; Presenting your business strategy analysis activity.)

Module 2 | IDENTIFY (Identifying skill, competency and capability requirements; Sample leadership models and frameworks; Guidelines for defining a leadership framework: Bentall Kennedy case study;Identifying critical roles; FedEx: identifying critical roles and assess leadership risk with data; Talent segmentation activity.)

Module 3 | ASSESS (High potential identification: your current vs future state; Building talent pools activity; Talent assessment and review; What to evaluate? Ability, performance, aspiration, engagement and beyond; Amazon: leadership principles; Confirmation bias; Iris Bohnet, Harvard University: using data and behavioural insights to design an unbiased organisation; Tools for making data-driven talent decisions.)

Day Two

Introduction (Day one recap; Day two overview; Preview end of course tasks.)

Module 4 | DESIGN (Korn Ferry: Developing leaders who can drive real change; Career pathways; Unique perspectives on talent mobility; Rapid leadership readiness approaches; Mastercard: using a bespoke approach to accelerate high-potential development; Whirlpool: identifying and preparing high potentials to lead a function of business; Innovative, personalised and flexible leadership development approaches; Blending formal, informal and collaborative learning; GE case study; Haworth: designing and executing experiential learning programmes in a global organisation; Concept mapping and application activity.)

Module 5 | EQUIP (Equipping managers to support growth, mobility and development activity; Conducting talent reviews; Guidance for feedback and development conversation; Establishing visibility and transparency; Mapping stakeholders; Communication plan development.)

Module 6 | ENABLE (Framework for defining a cultural vision: HP case study; Creating a culture that supports leadership development and succession activity; Kellogg Company: People Development Committees – the business of owning talent management; Leadership communication; Systems, processes and tools required to support a leadership readiness strategy; HCI – Workday 2014 Successful Strategic Workforce Planning through Collaboration Research: Tying it all together with tools and technologies; Leveraging technology tools; Four Seasons Hotels and Resorts: leadership development in a constantly changing landscape; Developing recommendations for upgrading systems and processes.)

Why HCI?

Human Capital Institute

About (This certification-led programme is by the Human Capital Institute (HCI). The Human Capital Institute provides solutions that advance the practice of human capital and strategic talent management. A global clearinghouse and catalyst for new ideas and next practices HCI is a resource for the most progressive organisations and executives in the world).

Audience Profile(195, 000 HCI members worldwide; 18 % in emerging markets; 96 % of the Fortune 500; 77 % of the Inc 500; 52,000 mid-sized firms; 726 colleges & universities; all major federal agencies and all branches of the military).

Online Talent Communities (world’s largest aggregator of open source news, information and research at the intersection of human capital and business strategy; access to over 100, 000 articles, white papers and case studies; digital library of over 1,800 webcasts, podcasts and videos; daily feed of over 200 expert blogs).

HCI Alumni

HCI Alumni (Since 2005, more than 20,000 progressive talent leaders have taken an HCI education course. As a participant, you will receive complimentary Community Membership with HCI.)

Faculty (The course is delivered by a single approved faculty member. Faculty are assigned to teach classes in any number of locations. Changes to the schedule may arise from time to time and may result in changes to assigned faculty.)

Who Should Attend

This curriculum is for HR professionals looking for an integrated approach to succession management and leadership development that aligns to business strategy and moves the organisation toward its goals. Some of the roles that will benefit from completing the course include:
■ HR practitioner, manager and leader;
■ HR Business Partner;
■ Director of Learning;
■ Learning and Development Manager;
■ Leadership Development Manager;
■ Organisational Development Manager;
■ Business Unit Manager/Director;
■ Succession Planning/Management leader;
■ Anyone who supports the identification, preparation and deployment of talent for critical roles.

Exam

Exam Format and Conditions (multiple choice exam; exam must be taken within six months of course completion – no extension of time will be given; exam consists of between 40-60 questions depending on which course is taken; pass score of 80%; up to three attempts provided to take the exam.)

Certification (In order to receive your certification you must pass a test receiving a score of 80% or higher).

Recertification (each certification is valid for 3 year period; renewal is based on continuing education credits that demonstrate currency in the field; credits may be earned by attending HCI learning events, completing additional courses or through outside educational activities; the accumulation of 60 credits extends the certification for three additional years.

Once you register for a course, you will be signed up as a member on the HCI portal. You can refer to the “Education” tab of your online profile and download HCI’s Recertification Tracker which outlines the requirements for recertification credits.

Credits : This programme has been approved for 13 General recertification credit hours towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through the HR Certification Institute; SHRM has pre-approved this certification for 13 Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications. The Human Capital Institute is recognised by SHRM to offer Professional Development Credits (PDCs) for courses named above.

Inclusives

1. A meal and light refreshments will be provided at this course.
2. This price is inclusive of the cost of taking the exam.

Important Note

1. Terms and conditions apply. Please visit Vertical Distinct for the full terms.
2. This course is brought to you in partnership with the Human Capital Institute.



Ask a question