2 Days (9:00 AM – 5:00 PM)

• Ensure Leadership Continuity
  Build a strong internal leadership pipeline to safeguard organizational stability and future growth.
• Retain and Empower Top Talent
  Identify, develop, and engage high-potential employees to reduce turnover and increase loyalty.
• Strengthen Organizational Capability
  Equip leaders with practical tool and framework to systematically groom successors and sustain long-term performance.

To equip leaders and managers with the mindset, strategy, and tools to identify, develop, and empower future successors internally — ensuring business continuity and leadership sustainability.

DAY 1 – Building the Foundation of Succession Readiness

1. The Strategic Value of Internal Succession

• Why succession planning matters to business continuity
  
• The cost of not planning for successor
  
• Identifying leadership pipeline gap
  

2. Defining the Ideal Successor Profile

• Aligning leadership competencies with organizational goal
  
• Understanding future skillset and critical role
  
• Using competency matrix and potential assessment tool
  

3. Identifying High-Potential Employees (Hi-Pos)

• Criteria and behavioral indicators of potential
  
• Balancing performance vs potential
  
• Bias awareness in talent selection
  

4. Creating Individual Development Pathway

• Mapping growth journeys for Hi-Pos
  
• Coaching, mentoring, and job rotation model
  
• Career acceleration plan for internal talent
  

5. Case Study & Workshop

• Group analysis: Successful internal succession example
  
• Designing a sample succession map for key role
  

DAY 2 – Developing and Retaining Future Leader

1. Leadership Development Ecosystem

• Building a culture of learning and internal mobility
  
• Integrating leadership programs with succession goal
  
• The role of HR and direct managers in development
  

2. Coaching & Mentoring for Successor

• How to be an effective mentor or talent coach
  
• Feedback and growth conversation
  
• Hands-on mentoring simulation
  

3. Ensuring Engagement & Retention of Successor

Motivating Hi-Pos without creating entitlement

• Recognition and reward strategies
  
• Retention risk management
  

4. Measuring Succession Effectiveness

• Key metric and dashboard for succession planning
  
• Talent review cycles and progress tracking
  
• Aligning succession outcome with business KPIs
  

5. Action Planning Workshop

• Participants design a 6–12 month internal succession plan
  
• Present and receive peer and facilitator feedback
  

• Senior Manager & Department Head
• HR & Talent Development Professional
• Business Owner & Leadership Team

This course is 70% practice, 30% theory, delivered through:
✅ Role Play & Simulation
✅ Real-world Case Studies (MNC context)
✅ Action Planning

For more than a decade, we have been the trusted training partner of organizations across diverse industries. From multinational corporations to SMEs, our programs have empowered leaders, managers, and teams to achieve transformational results.

✨ Why they choose us?
Because we don’t just deliver training — we deliver measurable impact, sustainable growth, and long-term transformation.

📌 Multinational Corporations (MNCs)
Regional and global players in manufacturing, finance, technology, logistics, and services

📌 Small & Medium Enterprises (SMEs)
Growth-focused companies in education, healthcare, retail, and family businesses scaling towards professionalism

📌 Industries We Serve

• Manufacturing & Engineering
• Banking & Finance
• Information Technology & Digital
• Healthcare & Pharmaceuticals
• Logistics & Supply Chain
• Education & Training
• Retail & Consumer Services
• Agriculture & Agribusiness

💡 Our clientele trust us because we combine global standard with local insight — ensuring every program is relevant, practical, and impactful.

Training Fee: RM10,500 / day × 2 days = RM21,000
✅ Fully HRDC Claimable

👉 WhatsApp us or email today to customize this training for your organization.