Talent Development Courses: Talent Development and Succession Planning
Talent development training to identify and develop talents. Learn succession planning, talent pools, career development, high potential identification and talent reviews to build talent pipelines.
What you'll learn in Talent Development courses
Strategic talent development differentiates winning companies: McKinsey shows companies with strong talent pipelines have 2.2x probability to outperform competitors. Our programs cover succession planning, talent pools, career development, high potential identification, talent reviews and talent pipelines.
You'll learn to design robust succession plans: identify critical roles, map successors, assess readiness, create development plans, conduct effective talent reviews: cross-functional talent calibration, potential vs performance assessment, development investment decisions, implement career development frameworks: clear career paths, skill progression, strategic lateral moves, mentoring and coaching, identify high potentials: assessment centers, leadership competencies, track record results, agility and learning mindset, build talent pools: leadership pipeline, technical expert track, diversity talent, retention strategies.
Who this training path is for
- HR Managers and Talent Managers: designing and managing corporate talent development and succession planning programs
- Senior Leadership: executive sponsors of talent strategy and critical talent development investment decisions
- HR Business Partners: supporting business on talent reviews, succession planning and employee career development
- Learning & Development Managers: designing high potential programs and leadership development pipelines
- Diversity & Inclusion Leaders: building diversified talent pipelines and inclusive talent practices
Benefits of Talent Development training
Robust leadership pipeline
Structured succession planning reduces critical vacancy risk by 60%, ensuring leadership continuity and bench strength.
Key talent retention
Clear career development and targeted investment increase high performer retention by 45%, reducing talent turnover costs.
Sustainable competitive advantage
Superior talent pipeline accelerates organizational growth, innovation and strategy execution capability vs competitors.
How to choose the best format for your team
Each format is designed to adapt to different talent development skill development needs and business contexts.
In-person course → ideal for:
- Talent review workshops: talent calibration simulations, real business case discussions, development investment decisions
- Succession planning design: critical role mapping, successor gap identification, development roadmap creation
- Leadership teams: talent strategy alignment, investment prioritization, talent process governance
- Assessment center training: high potential identification techniques, competency evaluation, assessment best practices
Online course → ideal for:
- Talent development fundamentals: talent review frameworks, succession planning basics, flexibly accessible career pathing
- Geographically dispersed HR teams needing standardized talent management practice approaches
- Specific technique microlearning: 9-box grid, talent calibration, development planning, retention strategies
- HR certifications (e.g. SHRM Talent Management) with talent pipeline case studies and succession scenarios
Blended course → ideal for:
- Online talent development theory + in-person talent review simulation workshops with real company data
- Succession planning e-learning + live sessions mapping successors for company-specific critical roles
- Talent management tools platform + 1-to-1 coaching on career conversations and development planning
- Annual path: pre-talent review training + support during cycle + post-review calibration learning
Frequently Asked Questions about Talent Development
How to identify high potential employees?
Use the 3A framework: assess cognitive capacity and strategic thinking, learning agility and adaptability, leadership ambition and commitment. The 9-box grid crosses performance and potential to identify high potential talents. Remember: high current performance doesn't automatically mean high potential.
How to structure effective succession planning?
Identify critical roles beyond the C-suite, assess incumbent vacancy risk and categorize successors: ready now, within 1-3 years, within 3-5 years. Create targeted development plans with stretch assignments and coaching. Avoid limiting yourself to CEO and choosing by seniority instead of potential.
How to conduct effective talent review meetings?
Prepare standardized assessments on performance, potential, succession readiness and flight risk. Review the 9-box grid calibrating ratings, analyze high potentials with their development plans, discuss successions for critical roles and decide concrete actions. Involve senior leadership and HR, with minimum annual frequency.
Internal development or external hiring?
Internal development favors retention and cultural fit but requires time. External hiring brings speed and new skills but risks cultural misfit. Develop internally when you need institutional knowledge, hire externally for urgency or new competencies. 70/20/10 rule: 70% internal promotions, 20% external senior hires, 10% lateral moves.
How to measure ROI of talent development programs?
Monitor internal fill rate for senior roles, time to fill critical roles, high potential retention, successor readiness. Calculate ROI = (Retention savings + Productivity gains + Recruiting avoided - Program costs) / Costs. Typical positive ROI: 3:1 to 5:1. Combine leading indicators and business results.
How to build a diversified and inclusive talent pipeline?
Use objective criteria for identification, diversified assessment panels and sponsorship programs where senior leaders advocate for underrepresented talent. Ensure equal access to opportunities and transparency in promotion criteria. Monitor diversity metrics at each pipeline stage to identify critical points.