Assess and Develop Potential Talent on Succession Planning

Friday, January 13, 2017 1:00pm - 2:00pm EST  
Host: Association for Talent Development
By: Christina Barss, Corporate Director of Leadership and Learning, Houston Methodist and Leen Zaballero, Senior Partner, Rothwell & Associates

Does your healthcare organization have a succession plan or strategy in place? Building and implementing a succession strategy is key to sustaining high-quality patient care while fostering employee engagement. Understanding your organization’s future talent requirements, recognizing potential, and growing your talent pool are challenges in the highly dynamic industry of healthcare.

The key differentiation between a replacement plan and a succession plan is the strategy of development. Tomorrow’s talent must be developed today, particularly in the complex reality of the current healthcare environment. Providing an array of development opportunities for healthcare professionals has proven to be highly successful in retaining top-performing employees and promoting an engaged workforce.

During this fourth installment of a five-part ATD Healthcare succession planning webcast series, globally recognized talent and workforce expert William Rothwell applies a healthcare lens to succession planning. We will explore steps 5 and 6 of the Rothwell Model: assess promotion potential (Step 5) and develop people (Step 6). 

This webcast will cover the following:

  • Further explore trends and challenges in healthcare.
  • Review the Rothwell Model and steps 1-4.
  • Compare present individual competencies against the requirements for the next level.
  • Develop an individual development plan that is aligned with organizational goals.
  • Discuss strategies to narrow developmental gaps between present competencies and those needed in the future.
  • Review a case study of an academic medical center succession planning journey.
  • Devote time to a Q&A panel with faculty.

You’ll learn to:

  • Assess potential talent.
  • Develop potential talent on succession planning.
  • Differentiate between a replacement and succession plan.

Please note although this webcast builds on previous webcasts in the series, it is designed as a stand-alone module as well.


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Christina Barss
Christina Barss

Corporate Director of Leadership and Learning, Houston Methodist

Christina Barss, PhD, MS, MEd, SSBB, is a talent and organization development professional, university professor, academic researcher, and executive coach. She is the director of leadership and learning at Houston Methodist Hospital System; previously, she was the associate director of Samson Global Leadership Academy, Cleveland Clinic. She holds a PhD in management from Case Western Reserve University. 

Leen Zaballero
Leen Zaballero

Senior Partner, Rothwell & Associates

Aileen Zaballero is a senior partner of Rothwell & Associates and a dual-title Ph.D. candidate in Workforce Education and Development and Comparative International Education at The Pennsylvania State University. She is a Certified Professional in Learning and Performance (CPLP) since 2009. Aileen is currently working on a project that will produce a Competency Model and Career Map for the advanced commercial building workforce, utilizing the U.S. Department of Labor's competency model framework and aligning with the new Department of Energy supported and industry-developed Better Buildings Workforce Guidelines.

Aileen has recently authored and co-authored chapters in Performance Consulting-Applying Performance Improvement in Human Resource Development (2013, John Wiley & Sons); co-edited and co-authored Optimizing Talent in the Federal Workforce (2014, Management Concepts); co-authored a chapter in Organization Development Fundamentals: Managing Strategic Change (2014, ASTD Press); and co-edited The Competency Toolkit, 2nd Ed. (2014, HRD Press).

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