Artificial Intelligence to Support Succession Planning

Join us for a thought-provoking webinar on how AI is transforming succession planning techniques within organizations. We'll discuss state-of-the-art AI techniques intended to find, nurture, and keep top talent while facilitating smooth leadership transitions. 

Important Topics covered in this session will include: 

Overview of Succession Planning: Recognizing its significance and obstacles in contemporary businesses. 
Function of AI in Succession Planning: Examining how AI improves on established methods for succession planning. 

Predictive Analytics for Talent Identification: Making predictions about future leaders and high-potential workers using AI algorithms. 

Personalized Development Plans: Developing employees' specific development routes by leveraging AI-driven insights. 

Reducing Prejudice in Succession Planning: using AI to drive decision-making to address issues related to inclusion and diversity. 

Whether you work in HR, talent management, or as an organizational leader, this webinar will help you understand how to use AI to effectively plan for succession. Don't pass up this chance to be ahead of the curve in the quickly changing personnel management industry.

 

• Define important terms related to succession planning and AI.
• Identify key challenges in traditional succession planning methods and recognize how AI can address these challenges effectively.
• Evaluate various AI-driven tools and technologies available for succession planning, including their features, benefits, and limitations.
• Demonstrate an understanding of how AI algorithms analyze data to identify high-potential candidates and predict succession readiness.
• Apply best practices for integrating AI solutions into existing succession planning frameworks, considering organizational culture and goals.
• Develop a strategic roadmap for implementing AI-driven succession planning initiatives within their organization, including considerations for data privacy, ethics, and stakeholder engagement.

• Key Terms and Making the Business Case for Using AI to Support Succession Planning
• A key model to guide succession planning
• How AI can support implementation of the model
• Common problems with succession planning and how AI can help to overcome them
• Final summary and questions and answers

The long-term viability and expansion of any company depend heavily on succession planning. It entails locating and nurturing internal talent to take over important leadership roles when they become empty because of promotions, retirements, or other circumstances. Let's now discuss the importance of a webinar on artificial intelligence (AI) and succession planning, as well as the reasons decision-makers should be interested: 

View into the Talent Pipeline: Artificial intelligence (AI) can sift through enormous volumes of data to find high-potential workers inside the company. Decision-makers can discover how AI algorithms can identify people who have the abilities required for future leadership roles by watching the webinar and learning how they can sort through employee performance data, skills evaluations, and other indicators. This realization aids in creating a strong talent pipeline. 

Risk Mitigation: One of the main goals of succession planning is to reduce the risks brought on by gaps in leadership. Organizations can anticipate future skill shortages and take proactive measures to alleviate them by utilizing AI. Decision-makers can comprehend how forecasting models driven by AI can predict future leadership needs based on variables such as business goals, skill shortages, and retirement trends. 

AI algorithms can eliminate prejudices from the succession planning process, allowing for objective decision-making. Attendees of the webinar will learn how AI can assess workers only based on their abilities, output, and potential—not on arbitrary criteria like gender, race, or social standing. This promotes a just and meritocratic method of succession planning and talent development. 

Customized Development Plans: Employers can design development plans for staff members that are based on their unique talents, limitations, and career goals by using AI-driven assessments and analysis. Decision-makers can understand how AI can maximize employees' potential by recommending tailored learning and development opportunities to prepare staff for future leadership roles. 

Efficiency and Cost-Effectiveness: AI can reduce administrative burdens, expedite workflows, and minimize manual labor in succession planning processes. Decision-makers can comprehend how talent discovery, performance tracking, skill gap analysis, and other duties can be automated by AI tools, resulting in more effective and economical succession planning techniques. 

In conclusion, watching a webinar on the ways in which artificial intelligence (AI) may assist succession planning gives decision-makers knowledge on how to use technology to find, nurture, and retain top talent within their companies. Decision-makers may guarantee a seamless transfer of leadership responsibilities, reduce the risks related to a lack of talent, advance equity in talent management, and maximize resource allocation for talent development by using AI-driven methodologies. In the end, it gives businesses the ability to remain competitive, adaptable, and future-ready in a business environment that is changing quickly.
 

• Chief executive officers
• Chief operating officers
• Production or operation managers
• HR professionals
• Talent development professionals

William J. Rothwell, PhD, DBA, SPHR, SHRM-SCP, CPTD Fellow, RODC, FLMI is a Distinguished Professor in the
Workforce Education and Development program in the Department of Learning and Performance Systems at the
Pennsylvania State University, University Park campus.
Work Experience
Dr. Rothwell worked full-time in human resources, training and Organization Development in both government (Illinois Office of Auditor General) and in a multinational company (American Brands, #48 on the Fortune 500 list) from 1979 until he joined Penn State University as a professor to head up a graduate program in Human Resource Development/Organization Development He has been a consultant for over 50 multinational companies. Among his many clients are Motorola University China, Ford Motor Company, General Motors, Siemens, Sony, GM Shanghai, Phillips, Erickson, HP, the American Association of Retired Persons (AARP), the American Red Cross, Care, the U.S. Department of Labor, the U.S. Postal Service, and many more. He is President of two consulting firms: (1) Rothwell & Associates, Inc. (a firm that focuses on public speaking online and onsite) and (2) Rothwell & Associates, LLC (a firm that focuses on consulting with an emphasis on succession planning, talent management and related topics). He is also, with his wife, a business owner of The Rothwell Partnership, which controls 10 homes for rent. From 1997 until 2022 he and his wife also owned and operated a personal care
home (Greenhills Village and Assisted Living Residence) for the elderly that was licensed by the State of Pennsylvania for 54 residents and employed 27 full-time and part-time employees.
Education and Professional Certifications 
Dr. Rothwell earned his Bachelor’s degree in English with High Honors and Department Honors from Illinois State University; he earned a Master’s degree and completed all courses for the Ph.D. in English from the University of Illinois at Urbana-Champaign; he earned his Master of Arts in Business Administration (MABA) from Sangamon State University (a university since renamed the University of Illinois at Springfield); he earned his Ph.D. with a specialization in Human Resource Development from the University of Illinois at Urbana-Champaign; and, in 2022 he was awarded an honorary Doctor of Business Administration (DBA) by the Alliance International University in Dutch Curaçao in the Caribbean. He has also earned multiple professional certifications: the Senior Professional in Human Resources (SPHR) from the Human Resource Certification Institute; the Society for Human Resource Management Senior Professional in Human Resources (SHRM-SCP); the Registered Organization Development Consultant (RODC) designation from the International Society for
Organization Development and Change; and the Certified Professional in Talent Development (CPTD) Fellow (member of the Hall of Fame) from the Association for Talent Development. He is a Fellow of the Life Management Institute (FLMI) designation based on passing 10 graduate courses in the insurance field. (The latter is essentially a Master’s degree in insurance.)
International Work
Dr. Rothwell has been to China 83 times, to Singapore 32 times, and has visited every continent (except Antarctica) to do training, consulting, college teaching, and research. He has chaired 110 Ph.D. committees at Penn State, has served on doctoral committees at foreign universities in England, China, Australia, and the United Arab Emirates, and is still listed as a visiting professor at Nankai University in Tianjin China, a visiting professor at Shanghai JiaoTong University in Shanghai, and a special speaker at Renmin University in Beijing China. (He taught 10 MBA courses at Nankai University and 10 MBA courses at Beijing University.)
Awards
In 2022 Dr. Rothwell was named a Distinguished Professor in the College of Education, was given the Lifetime Achievement Award by the Organization Development Network, and earned the Global Lifetime Achievement Award by Penn State Global Programs (the university’s highest award for doing work internationally). He received the Distinguished Researcher Award from the College of Education in 2016 and was given the Graduate Faculty Teaching Award in the 2004-2005 academic year. (The teaching award is a single award given to one faculty member on Penn State’s 24 campuses each year.). In 2011 he was given the Association for Talent Development’s Distinguished Contribution to Workplace Learning and Performance Award; in 2016 he received the Best Global Training and Development Leadership Award from the World HRD Congress in India, and in 2014 he was named a Brandlaureate in Malaysia. In 2022 he was given the Lifetime Achievement Award by The OD Network; in 2023 he was inducted into the International Adult and Continuing Education Hall of Fame; in 2024 he was named to Marquis’ Who’s Who in America; and in 2024 he has been notified that he will be given the International Society for Performance Improvement’s (ISPI) Thomas F. Gilbert Distinguished Professional Achievement Award at the 2025
conference. 
Publications and Presentations

Dr. Rothwell has authored, coauthored, edited, or coedited 158 books since 1987 and has delivered over 2,000 professional online and onsite presentations over 30 years in 15 nations. His recent books since 2020 include Succession Planning for Small Business and Family Business, Rethinking Diversity, Equity and Inclusion, High-Performance Coaching for Managers, Organization Development (OD) Interventions: Executing Effective Organizational Change, Virtual Coaching to Improve Group Relationships: Process Consultation Reimagined, Adult Learning Basics 2nd ed., Increasing Learning and Development’s Impact Through Accreditation, The Essential HR Guide for Small Businesses and Startups, and Workforce Development: Guidelines for Community College Professionals, 2nd ed.