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Strategic Workforce Planning

Building a Foundational Blueprint for Long-Term Growth

2 CREDITS

LEARNING MODEL: IN-PERSON & VIRTUAL 

PROGRAM OVERVIEW

An aging workforce, increased employee turnover, global workforce opportunities and a wide range of other factors are resulting in a talent shortage for many organizations. It’s clear that new approaches for recruiting, engaging and growing tomorrow’s leaders are needed for long-term growth.

Our Strategic Workforce Planning program gives you the tools to accurately assess your current situation and develop a solid succession plan that takes into account the many economic and demographic influences that can impact your workforce.

DATE, LOCATION & FEE

PROGRAM DATE LOCATION VENUE REGISTRATION END DATE FEE
Jun 13 - Jun 14, 2023 Kingston Queen's IRC - Executive House Jun 08 $2,495
Register
Nov 27 - Nov 30, 2023 Virtual Zoom Link will be provided after registration Nov 24 $2,195
Register
Apr 23 - Apr 24, 2024 Ottawa Details will be provided after registration. Apr 19 $2,495
Register

WHO SHOULD ATTEND

  • Executives, managers, and HR professionals who will lead strategy and implementation of initiatives related to succession planning within their organizations

ORGANIZATIONAL BENEFITS

  • Tools for identifying the potential and goals of your team members
  • Succession planning frameworks to measure and enhance your plan
  • A greater understanding of next-generation behaviour and values
  • Resources for engaging talent at all levels within your organization

TAKEAWAY TOOLS

  • Tools for measuring current practices and enhancing the strength of your organization’s succession planning initiatives
  • Templates for engaging others in culture change

Download a brochure

LEARNING OUTCOMES

Learn how to:

  • Assess your organization’s talent capacity and employee engagement
  • Use a range of financial and economic metrics to fully evaluate the effectiveness of your plan and determine whether your current structure supports long-term growth
  • Recognize potential pitfalls in succession planning
  • Take a proactive approach to building your talent pipeline
  • Establish or enhance an existing framework to implement initiatives outlined in your plan

PROGRAM DETAILS

Our Strategic Workforce Planning program gives you a deeper understanding of the various factors that affect succession planning, as well as valuable tools for enhancing existing plans or building a foundational blueprint for long-term growth.

a) Understanding Succession Planning

You’ll learn about the fundamentals of strategic workforce planning and the evolution of planning in an evolving world, with exercises that integrate relevant data into a planning framework that identifies barriers and facilitators to future growth.

b) Creating a Plan

We’ll use future-based scenarios to clearly identify potential issues that may affect your organization at the systemic level. You’ll also learn how to identify and nurture high potential employees, and where to invest in training for an optimal employee and customer experience.

c) Succession Planning in Action

Successful succession planning is deeply rooted in an organization’s operational plans and goals. You’ll learn how to incorporate your plan into your overall strategic plan and how to communicate value to employees to build engagement for future growth.

FACILITATORS AND SPEAKERS

Catherine Stewart

Lead Facilitator

Ian Cullwick

Speaker
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Catherine Stewart

Catherine (Cathy) Stewart has extensive experience as a business leader and human resources executive with an excellent reputation for building relationships, and collaborating with senior leadership and cross functional teams in organizations to develop and implement HR strategies and best practice HR programs, systems and processes that are aligned with and support their business strategies. As a trusted HR advisor, Cathy has supported business executives and front-line managers through challenging organizational and structural changes and has launched many new initiatives and held several unique HR roles. She is recognized as someone who “gets things done” to meet the HR operational requirements of the business and drive significant change, when required.

Cathy has led the HR function for small and mid-size organizations and held HR leadership positions with large multi-national organizations in the financial services, high tech/ telecommunications, business services and national and international sport sectors. Cathy recently retired as the Executive Director, Human Resources for the Canadian Olympic Committee (COC). Following a major review of the organization in 2015 Cathy successfully led the transition of the COC and Canadian Olympic Foundation (COF) to being recognized in 2020 as one of Canada’s Best Workplaces and certified as a Great Place to Work by the Great Place to Work Institute© in 2019 and 2020. Among her many accomplishments at the COC/COF, Cathy developed and facilitated a semi-annual leadership and senior leadership team succession planning process to identify and develop high potential and emerging leaders for both organizations, and to mitigate attrition and leadership risks identified through the organization’s enterprise risk management framework. Cathy is now working as an independent HR consultant, assisting organizations across a spectrum of HR functional areas.

Cathy has a Physical Education undergrad degree and MBA with a focus on Organizational Behaviour from York University.  She is a Certified Human Resources Leader (CHRL) and has facilitated programs for the Life Office Management Association (LOMA) and the Human Resources Professional Association of Ontario (HRPA).

 

Ian Cullwick

Ian Cullwick is a retired partner with an international consulting firm, and has served as the Vice-President of HR and Organization Research at the Conference Board of Canada.

Ian specializes in governance effectiveness, performance management, human resources strategy, and organization design.  He has advised a broad cross-section of organizations in both the private and public sectors, including high technology companies, financial institutions, crown corporations, health care and not-for-profit organizations.  He is also a noted thought leader and has authored a number of articles on organization design, performance management and compensation strategy. Ian also teaches in the Executive MBA program at the Telfer School of Management.

Ian has an MBA from the Ivey Business School (Western University), an MIR from the University of Toronto and an undergraduate degree from Queen’s University.  He currently serves on the Boards of Directors of the Trans Canada Trail and Family Services Ottawa. Ian is a former board member of the Children’s Hospital of Eastern Ontario, Bradburn Securities, and the Ottawa YMCA.