Developing an Effective Roadmap for Staff Development and Leadership Succession Planning
As organizations grow they too often allow a layer of bureaucracy to trickle into their organization that inhibits their strongest resources; their people. It’s critical that employees are engaged at work. Nothing less than your Institution’s ability to develop long-term growth is at stake. An engaged workforce is your competitive advantage. It often establishes itself in an ethos that believes organizations grow from the outside in - it is a misguided and flawed model. Department success and customer satisfaction are a result of engaged people, and growth begins on the inside when individuals are engaged. The presentation focuses on developing a staff development and leadership succession plan. Having a strategy is a valuable tool to grow future leaders and to ensure continuous development within a shifting market. Success by succession planning is an investment that leaders are recognizing as an important strategy with long term benefits.
Rosemary Madnick, Executive Director, Office of Grants and Contracts Administration, University of Alaska Fairbanks, and Nancy Lewis, Executive Director, Sponsored Projects, University of California, Irvine, discuss:
- How to set realistic goals for staff development
- How to identify and manage staff development
- How to align staff development and succession planning
- Identify and communicate the framework for human capital development
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