Human Capital Institute

Leadership Development & Succession Strategist (LDSS) Certification

Available dates

Dec 9—10, 2019
2 days
San Francisco, California, United States
USD 1995
USD 997 per day
Dec 9—10, 2019
2 days
USD 1995
USD 997 per day
Dec 10—11, 2019
USD 1995
+15 more options


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About the course

Adopt a strategic and systematic approach to succession management with HCI’s newest certification course. Take succession planning beyond the C-suite and plan leadership development solutions that address competency gaps, identify high-potential talent, facilitate engagement, and drive growth throughout the organization.

Why Should You Attend?

In order to remain competitive today and in the future, organizations need a steady pipeline of high-performing and high-potential talent. Leaders need an effective process to pinpoint the knowledge, skills, and experience that build strong future leaders. To close leadership gaps, the process for developing leaders and managing succession plans must be flexible, scalable and repeatable.

The Leadership Development & Succession Strategist Certification from HCI provides a framework for aligning leadership readiness strategies with business goals, developing meaningful analytics, and building robust talent pipelines for future growth.

Get equipped to solve the leadership pipeline and talent availability issues keeping you up at night.

Become the go-to, organized resource on succession management in your organization

Adopt strategies to improve the mobility and retention of high performing employees.

Increase employee engagement through active participation in a meaningful, transparent career development process.

Expand your organization’s ideas of leadership development so that a diverse mix of activities are considered—not just formal programs

Reduce vacancies that present business risk and untargeted, wasteful leadership development efforts

Course Outline

Day 1

The agenda for day one includes the following modules:

Module 1: ALIGN - Kaiser Permanente case study; The Imperative Skillsets for Tomorrow’s Leaders; Business Strategy Alignment; Aligning Business Strategies with Leadership Capability Activity; HCI Strategic Workforce Planning Model; External Influencing Factors; Internal Influencing Factors; Four Seasons Hotels and Resorts case study; Evaluating Factors and Risks Activity; Presenting Your Business Strategy Analysis Activity

Module 2: IDENTIFY - Identifying Skill, Competency, and Capability Requirements; Sample Leadership Models & Frameworks; Bentall Kennedy case study; Identifying Critical Roles; FedEx case study; Talent Segmentation Activity

Module 3: ASSESS - High-Potential Identification: Your Current vs Future State; Building Talent Pools Activity; Talent Assessment & Review; What to Evaluate? Ability, Performance, Aspiration, Engagement, and Beyond; Amazon case study; Confirmation Bias; Iris Bohnet, Harvard University: Using Data and Behavioral Insights to Design an Unbiased Organization; Tools for Making Data-Driven Talent Decisions

Day 2

The agenda for day two includes the following modules:

Module 4: DESIGN - Korn Ferry case study; Career Pathways; Unique Perspectives on Talent Mobility; Rapid Leadership Readiness Approaches; Mastercard: Using a Bespoke Approach to Accelerate High-Potential Development; Whirlpool case study; Innovative, Personalized, and Flexible Leadership Development Approaches; Blending Formal, Informal, and Collaborative Learning; GE case study; Haworth case study; Concept Mapping and Application Activity

Module 5: EQUIP - Equipping Managers to Support Growth, Mobility, and Development Activity; Conducting Talent Reviews; Guidance for Feedback and Development Conversation; Establishing Visibility and Transparency; Mapping Stakeholders; Communication Plan Development

Module 6: ENABLE - HP case study; Creating a Culture that Supports Leadership Development & Succession Activity; Kellogg case study; Leadership Communication; Systems, Processes, and Tools Required to Support a Leadership Readiness Strategy; Successful Strategic Workforce Planning Through Collaboration Research; Leveraging Technology Tools; Four Seasons Hotels and Resorts case study; Developing Recommendations for Upgrading Systems and Processes

Who should attend

This curriculum is for HR professionals looking for an integrated approach to succession management and leadership development that aligns to business strategy and moves the organization toward its goals. Some of the roles that will benefit from completing the course include:

HR Practitioner, Manager and Leader

HR Business Partner

Director of Learning

Learning and Development Manager

Leadership Development Manager

Organizational Development Leader

Business Unit Manager and Director

Succession Management/Planning Leader

Anyone who supports the identification, preparation, and deployment of talent for critical roles

Trust the experts

Mark Allen

Mark Allen is an educator, speaker, consultant, and author who specializes in talent management, corporate universities, and human resources. He is the author of Aha Moments in Talent Management, The Next Generation of Corporate Universities, and The Corporate University Handbook. In 2017, he was...


Bill Craib

Bill Craib is a Senior Faculty Member at the Human Capital Institute and after serving in multiple executive roles over a 12-year tenure at HCI has been the Senior Vice President of Enterprise Learning since 2013. In this capacity, Bill has had the great pleasure to work with dozens of HCI client...


Michele Croci

Michele Croci is an expert Human Resource/Human Capital professional with 36 years of diverse experience designing and establishing enterprise- wide integrated talent management systems in diverse industries including electronics/entertainment, healthcare, insurance, banking, high-tech, and gover...


Barbara Goretsky

As principal of Barbara Goretsky Consultancy, Barbara Goretsky provides consultative services to corporate clients in the areas of talent and leadership development, executive coaching, learning programs, and team development and effectiveness. Her clients include large membership organizations, ...


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