This workshop is designed to advance the science of industrial and organizational psychology by addressing the often-overlooked, yet critical, area of succession planning. Attendees will explore how to integrate KSAO-based success profiles, high-potential identification, and workforce analytics into robust succession strategies leveraging I-O foundational skills (i.e., job analysis, talent assessment, leadership development).  This session is designed to blend principles of the I-O psychology science with the practicalities of succession planning and industry.

Key learnings include understanding how to build and implement a talent rhythm, engage boards and executives in the succession process, and establish robust evaluation methods to measure the effectiveness of succession strategies. Participants will leave with practical tools and strategies that can be readily applied in their organizations.

Questions? Contact the Program Coordinator: Rick Hense, PhD, Bank of America

 

Presenters

Chief Human Resources Officer
Sarah Evans
Ocean Spray

Sarah Evans joined Ocean Spray as the CHRO in 2021 and leads their global human resources team, which includes talent acquisition, DEIA, HRBPs, total rewards, organizational development, and communications.

Prior to joining Ocean Spray, Sarah served as the head of HR at Terminix. In that role, she led and engaged a diverse workforce of 10,000+ employees. She was responsible for designing and driving the human capital strategy for acquiring, growing, rewarding, and retaining the best talent.  In her previous role, Sarah was VP, Talent, where she had responsibility for talent acquisition, talent management, and talent development.

Sarah spent several years at Walmart, where she held various positions in global talent management with responsibility for executive succession, performance management, executive coaching, accelerated development, and selection and assessment for their 2.3 million associates around the world.  She also spent 5 years with TECO Energy and has her MS in I-O from UCF.

Lead Enterprise Succession Planning
Brittany Marcus-Blank
Johnson & Johnson

Brittany Marcus-Blank, PhD, is the leader of Enterprise Succession Planning at Johnson & Johnson. Brittany is responsible for developing the enterprise succession approach and leading the annual executive talent rhythm processes. Previously, she worked as an internal consultant in the Global Talent Management team supporting initiatives across talent management including talent assessment, talent development, workforce analytics, and talent acquisition. Prior to joining Johnson & Johnson, Brittany led the Talent Assessment and Executive Coaching practice at General Mills where she was responsible for building a global talent assessment strategy, upgrading the efficacy of internal developmental assessment centers, and building out the executive coaching practice. Before General Mills, Brittany worked for the University of Minnesota Medical School supporting the selection, development, and training of medical residents. She earned her doctorate in Industrial-Organizational Psychology at the University of Minnesota.

Executive Director
Lilly Lin
Russell Reynolds Associates

Lilly Lin is currently an executive director at Russell Reynolds Associates. She advises clients on broad talent management issues including succession, leadership development, and assessment.  Over the course of her career, Lilly has established herself as a trusted advisor who is highly skilled in preparing clients for their near- and long-term succession needs. Based in Chicago, Lilly applies more than 20 years of experience in human resource consultancy to partner with companies on succession management, executive assessment and development, and diversity and inclusion initiatives. Through her work with human consultancy firms, Lilly has partnered with a variety of Fortune 500, private equity financial services, and mission-driven clients across all sectors and industries. She is an active member of the Society for Industrial Organizational Psychology and is often serving as a session chair or speaking at SIOP’s annual conference. Lilly holds both a master’s and PhD in Industrial-Organizational Psychology from Bowling Green State University.  Her BS in Psychology is from University of California, San Diego.

Intended Audience

Intermediate. Solid understanding of human resources practice, including general understanding of the professional guidelines and laws governing the broad range of human resources, for example, recruiting, selection and assessment, bias, compensation, privacy, performance management, and so on. A basic understanding of artificial intelligence and large language models including recent legislation, as well as basic grasp of generative artificial intelligence tools, would be beneficial but not required.

Learning Objectives

Design and implement a succession planning process based on organizational needs.
Evaluate the effectiveness of at least two succession strategies using analytical tools to measure outcomes and impact.
Identify critical roles within their organization that are essential for succession planning and organizational continuity.
Implement at least two tools and processes for building a talent pipeline that includes ongoing assessment of talent and succession updates.

Times Offered
All times are in timezone.

  • Wed Apr 2nd 8:00 a.m. to 12:00 p.m.
  • Wed Apr 2nd 1:00 p.m. to 5:00 p.m.

Delivery Type

In-Person

Certification Type

Continuing Education (CE)