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DTSTART:20140424T140000Z
DTEND:20140424T170000Z
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SUMMARY:Professional Development: Succession Planning
DESCRIPTION:Succession Planning\n\nInstructor: Connie Kotke\n\n\n\nSuccession Planning is a process for identifying and developing employees with the potential to fill key business leadership positions in your company. Closely related\, but with different outcomes\, is Business Exit Planning. This is the process of defining strategies and a road map for the current owner(s) of a business to retire or significantly reduce his/her role including the possibility of a sale. Both types of planning lay the groundwork for a smooth transition while protecting the ongoing operations of the business.\n\n\n\nCompanies gain more from succession planning when there's high involvement from the CEO and key employees. This workshop is designed for functional leaders who will be involved/influential in determining the future of the business. In small group discussions and activities\, participants will use proven tools to start developing their own succession plan:\n\n Mapping your current talent pool (who is performing critical and non-critical roles and what is their potential for future leadership?)\n\n Documenting the requirements of critical positions (evaluating the need for technical\, management and leadership skills)\n\n Identifying next steps (do you have the "bench strength" internally will you need to hire someone from the outside or will you sell the company?)\n\n Developing future leaders (training\, coaching or mentoring to help current employees achieve their potential)\n\n Monitoring your plan (sustaining the program and measuring success)\n\n\n\nClient Testimonials\n\n"Our Succession Planning was 'soul searching\;' with a third party analyzing our staff for Strengths\, Weaknesses\, Opportunities as well as Threats. Connie Kotke interviewed key personnel and compiled each individual's impressions of where they saw the present and the future of our bank. With this unbiased information we\, as a group facilitated by Connie Kotke\, came up with a comfortable plan for the future\, one we could all take ownership in."\n\n-- Polly Glynn\, President First State Bank Minnesota\n\n \n\n"We were very satisfied with the succession planning. Since my son has worked with me for 20 years\, it was inevitable that he would succeed me in taking over our insurance agency.\n\nWith the help of Connie\, we were able to set into action a plan for him to take over the day to day operations much faster than what would have happened without the training. This guarantees that Essig Agency will continue to be a part of the Spring Valley business community." -- Red Essig\, Owner Essig Insurance
X-ALT-DESC;FMTTYPE=text/html:Succession Planning
\nInstructor: Connie Kotke
\n
\nSuccession Planning is a process for identifying and developing employees with the potential to fill key business leadership positions in your company. Closely related\, but with different outcomes\, is Business Exit Planning. This is the process of defining strategies and a road map for the current owner(s) of a business to retire or significantly reduce his/her role &ndash\; including the possibility of a sale. Both types of planning lay the groundwork for a smooth transition while protecting the ongoing operations of the business.
\n
\nCompanies gain more from succession planning when there&rsquo\;s high involvement from the CEO and key employees. This workshop is designed for functional leaders who will be involved/influential in determining the future of the business. In small group discussions and activities\, participants will use proven tools to start developing their own succession plan:
\n&bull\; Mapping your current talent pool (who is performing critical and non-critical roles&hellip\;and what is their potential for future leadership?)
\n&bull\; Documenting the requirements of critical positions (evaluating the need for technical\, management and leadership skills)
\n&bull\; Identifying next steps (do you have the &ldquo\;bench strength&rdquo\; internally&hellip\;will you need to hire someone from the outside&hellip\;or will you sell the company?)
\n&bull\; Developing future leaders (training\, coaching or mentoring to help current employees achieve their potential)
\n&bull\; Monitoring your plan (sustaining the program and measuring success)
\n
\nClient Testimonials
\n&ldquo\;Our Succession Planning was '\;soul searching\;&lsquo\; with a third party analyzing our staff for Strengths\, Weaknesses\, Opportunities as well as Threats. Connie Kotke interviewed key personnel and compiled each individual'\;s impressions of where they saw the present and the future of our bank. With this unbiased information we\, as a group facilitated by Connie Kotke\, came up with a comfortable plan for the future\, one we could all take ownership in.&rdquo\;
\n-- Polly Glynn\, President First State Bank Minnesota
\n \;
\n&ldquo\;We were very satisfied with the succession planning. Since my son has worked with me for 20 years\, it was inevitable that he would succeed me in taking over our insurance agency.
\nWith the help of Connie\, we were able to set into action a plan for him to take over the day to day operations much faster than what would have happened without the training. This guarantees that Essig Agency will continue to be a part of the Spring Valley business community.&rdquo\; -- Red Essig\, Owner Essig Insurance
\n \;
LOCATION:RCTC - Heintz Center\, Room HA104 1926 College View Road East
UID:e.1427.1513312
SEQUENCE:3
DTSTAMP:20260412T135217Z
URL:https://business.rochestermnchamber.com/events/details/professional-development-succession-planning-04-24-2014-1513312
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