Quick Look Course Summary:Business Succession Planning Course
  • Next Public Course Date:

  • Length: 2 day(s)

  • Price (at your venue): 1 Person R 7,307.50 EX VAT 3 Person R 5,302.11 EX VAT 10 Person R 3,613.29 EX VAT

  • Certification Type:Accredited

  • Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.

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Business Succession Planning Course: Introduction

Planning for the future is always a wise things to do. Our business succession workshop will help you to identify potential successors and groom them for succession.

Business Succession Planning Course :Course Outline

This managerial course links back to several previous managerial workshops and managers who have attended these workshops should be seeing the entire picture regarding business identity by now. When the above workshops are taken into consideration with this workshop, a corporate identity emerges. Corporate behaviour is a part of the corporate identity. Aligning values, ethics, conduct and behaviour is what makes a business stand out and be a leader in its field. Behaviour is the way a person acts or behaves in response to stimulation. Behaviour is developed through three major factors – psychology, sociology and anthropology. Psychology applied in a corporate setting would be training, motivation, leadership and stress. Sociology applied in a business setting would be attitude and communication. Lastly, anthropology in corporate behaviour would be understood as comparative values, understanding different cultures and comparative attitudes. Before we can implement corporate behaviour we must understand the categories of behaviour such as the managerial structure which should be clearly defined and managers should be knowledgeable about the department and the company. The corporate values and ethics which should include philanthropy and diversity would be included in its vision statement. Employees should understand their accountability in the corporate behaviour and workplace incidents should be dealt with swiftly and objectively echoing the company’s behaviour. Designing and implementing corporate behaviour is done best with a group planning committee to help set and maintain realistic goals. When hiring new people, hire people you feel will adhere to the corporate behaviour rules. Obviously corporate behaviour will include training employees in the new vision. The corporate behaviour should include team building, communication and efficient conflict resolution. TIP: Although many large and global companies include philanthropy in their budgets, it is a wonderful company building experience to take on a charity and which can include the entire company contributing to this charity. It creates social awareness and bonding between employees. We round off this workshop with a word on auditing the corporate behaviour. Basically this means that positive and ethical behaviour is affirmed throughout the company and incidents are quickly and effectively investigated and solved. Employee feedback is a huge part of corporate behaviour so regular sessions or meetings with a diverse group of employees providing feedback is important. 1. Introduction
Workshop objectives

2. Succession planning versus replacement planning
Defining Business succession planning
What is replacement planning?
Deciding what you need
Case study

3. Preparing for the planning process
How to set parameters for the planning process
Should you establish a committee?
How to gather operational data
Case study

4. Initiating process
Develop a mission statement
Develop a vision statement
Choosing to be a mentor
Case study

5. The SWOT Analysis
Identifying Strengths
Identifying weaknesses
Identifying Opportunities
Identifying threats
Case study

6. Developing the succession plan
Prioritise what the succession plan will address
Set goals and objectives
Develop a strategy for achieving goals
Draft plan
Case study

7. Executing the plan
Assign responsibility and authority
Establish a monitoring system
Identifying paths
Choosing your final approach
Case study

8. Gaining support
Gathering data
Addressing concerns and issues
Evaluating and adapting
Case study

9. Managing the change
Developing a change management plan
Developing a communication plan
Implementing the plans
Providing constructive criticism
Encouraging growth and development
Case study

10. Overcoming roadblocks
Common Obstacles
Re-evaluating goals
Focusing on progress
Case study

11. Reaching the end
How to know when you’ve achieved success
Wrapping it all up
Case study

12. Topics not discussed
Post workshop overview

Business Succession Planning Course: Course Duration

2 day/s

Who should attend: Business Succession Planning Course

This course is intended for Human Resources personnel and managers.

**Quote does not include Any Exam Fees (if applicable)

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