“Most organizations struggle with succession planning. Building the bench strength of the leaders within your own organization is hard when most people are thinking it’s probably easier to be promoted outside of the organization. If someone is considering a career path change or they are looking for a promotion, why not make that possible within the organization?

Tools such as HRIS, LXP, Talent Management and other systems are all attempting to make internal mobility and career succession more effective by mapping pathways and providing content for building capacity towards that succession. However, at the core of what is truly needed for building value for the employee is the human connections that have them feel a sense of belonging and help them visualize themselves in a role elsewhere in your organization (upward or sideways).

The most affected cohort of people at the whim of this conundrum is mid-level management. Often development opportunities are available to new entrants/graduates and to leadership, but there is a lack of career development opportunities or promotions available for mid-level managers to see themselves long term at the organization.

In this webcast we will discuss the roles that mentoring plays in the workplace to enable succession and internal mobility. How implementing a program can boost engagement of employees or help to manage change. From cross-silo communication to internal mobility, knowledge transfer to building leadership capacity, these are all topics we’ll cover as outcomes from a well-run mentoring program.” Register here.

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