1. Presidents, VPs, Directors, Managers and Consultants in: HR,
Organizational Development, Succession Planning, Training &
Development, Employee Relations, Talent Management
February 12 & 13, 2015,Toronto
• Successful practices for leadership transitions
• Conducting a situational analysis
• Understanding and leveraging a workforce planning system
• Tips to creating a sustainable succession program
• Synchronizing your training and talent management initiatives
• Critical components of a successful mentoring relationship
• How to conduct a talent review
• Formal learning strategies to accelerate development
• Addressing emerging skills and critical competencies to succeed in
today’s economy
• Cultivating transformational leadership
Leadership Succession
Management
Two-Day Event!
Workshop Included:
Integrating Coaching & Mentoring into Leadership Development
Driving corporate results through effective leadership
succession planning and talent management
20th
Course Leader
Sussannah Kelly,
DHR International, Inc.
Course Leader
Charles Marful,
Ernst & Young LLP
Angelo M. Pesce,
Pesce & Associates
Kyle Couch,
Spectrum Organizational
Development Inc.
Stephen Fletcher,
Newalta
Sandro Iannicca,
SI Consulting Group
Victor Trotman,
University Health Network
Speakers & Participating Organizations
Rosie Parnass,
University of Toronto
Simona B. Lombardo,
Trader Corporation
Milé Komlen,
McMaster University
Debra Watkinson,
Sofina Foods Inc.
Robert Wearing,
Deeley Harley-Davidson Canada
course highlights
who should attend
I will be bringing back practical information on succession planning &
leadership development
Benefited from networking & learning practical “how to”
methodologies
Many ideas, tools and concepts learned from presenters. I would like
to take back and apply to my organization ASAP!
Lots of great ideas and food for thought. Also, some great contacts.
Excellent content!
Enjoyed the emerging common themes. Very helpful in organizing my
thinking around this issue. Excellent networking opportunity!
Paul Boston,
Actus Performance Inc.

2. SUSSANNAH KELLY
Sussannah Kelly is Executive Vice
President at DHR International, Inc. With
over 20 years as a senior leader, she
specializes in senior talent acquisition for
clients in Canada and the United States.
CHARLES MARFUL
Charles Marful is the Director of Human
Resources, Assurance Practice at Ernst &
Young LLP.
PAUL BOSTON
Paul Boston is President at Actus
Performance Inc., a human high-perfor-
mance development firm. For over 15 years,
he has been working with Fortune 500
companies helping them elevate their levels
of performance, in sales, marketing and
employee performance.
KYLE COUCH
Kyle Couch is President & CEO at Spectrum
Organizational Development Inc., where
he delivers customized training programs,
organizational and leadership surveys, as well
as develops progressive workforce and talent
strategy plans.
STEPHEN FLETCHER
Stephen Fletcher is Director Human
Resources & Labour Relations at Newalta.
SANDRO IANNICCA
Sandro Iannicca is the founder of SI
Consulting Group (SICG). He has extensive
experience in the areas of leadership assess-
ment and development, executive coaching,
performance management, succession
planning and HR strategy.
MILÉ KOMLEN
Milé Komlen is Director, Human Rights &
Equity Services at McMaster University.
SIMONA B. LOMBARDO
Simona B. Lombardo is Director Of Human
Resources at Trader Corporation.
ROSIE PARNASS
Rosie Parnass is Executive Director
Organizational and Leadership Development
and Work-Life Support at the University of
Toronto.
ANGELO M. PESCE
Angelo M. Pesce is Principal Consultant at
Pesce & Associates, Human Resources
Consultants. Angelo has extensive senior
management experience in all aspects of
human resources.
VICTOR TROTMAN
Victor Trotman is Senior Director, Labour
Relations at the University Health Network.
He is responsible for negotiation and
administration of collective agreements,
grievance handling, mediation, and arbitration.
DEBRA WATKINSON
Debra Watkinson is Manager, Organizational
Development and Learning at Sofina Foods
Inc.
ROBERT WEARING
Robert Wearing is Manager, Learning and
Development at Deeley Harley-Davidson
Canada.
OVERCOMING LEADERSHIP SUCCESSION CHALLENGES
Simply put, you cannot build a leadership succession plan if you do
not have qualified people to move into leadership positions. This
session will focus on practices that will help you to contend with the
many challenges faced in succession management implementation.
• Establishing accountability for succession management
• Linking organizational values, behavioural competencies and skills
• Using reward and recognition programs to retain star employees
• Dealing constructively with factors that can derail a succession
candidate
• Increasing the transparency of the succession management
process
ENGAGING & RETAINING HIGH PERFORMERS
Today’s organizations need to apply the latest winning strategies to
engage and retain high-potential employees. This presentation will
detail how to achieve this with a well-developed talent management
strategy.
• Why we need to care about high performers
• Developing a framework to maintain employee engagement of high
performers
• Identifying and retaining high performing employees
• Is there a difference between high performers & high potentials?
• Using the psychology of motivation in order to engage and retain
high potential employees
• Offering 30-90 day check-ins and performance development reviews
as a method of engagement and retention
FACULTY
COURSE PROGRAM
COURSE LEADERS
CO-LECTURERS
This program has been approved for 11 Continuing Professional Development (CPD) hours by HRPA (HRPATM
)
While nothing compares to the experience of attending the live event, with its enhanced
networking opportunities and direct contact with leading experts, for those unable to attend
in person FP provides a convenient option to still benefit from this unsurpassed learning
experience:�������
FP’s live interactive Webcasts allow you to actively participate in events, from downloading
all material distributed by lecturers to asking speakers questions.

3. WORKSHOP
DEVELOPING TOMORROW’S LEADERS
A major challenge for organizations today is engaging and retaining
the best talent as the age profile in the workforce shifts. This session
will look at developing a new generation as tomorrow’s leaders.
• Distinguishing your organization to attract the young generation
with high potential
• Is your work environment based on performance and does it
stimulate leadership development?
• Generating a greater sense of responsibility
• Motivating and conveying a taste of success
• Developing emotional intelligence and interpersonal skills
ACCELERATING SUCCESSION CANDIDATE READINESS
As many leaders throughout organizations prepare for retirement and
employees cope with modern pressures, new strategies are needed
to grow the talent pool and meet the needs for key positions from
the next generation of workers. This presentation will outline how to
accelerate your talent readiness.
• Retirement and its impact on succession planning
• Ensuring long-term success amidst leadership exodus
• Criteria for evaluating high potentials
• How to accelerate development
• Integrating and orienting the new leader
ONBOARDING LEADERS: ENSURING CREDIBILITY AND
SUCCESS
The costs associated with hiring new executives can be high. It is
therefore essential to provide support to a new member of the man-
agement team so that they can succeed in the role they were hired to
perform. This session will highlight best practices for developing an
onboarding program for future leaders.
• Aligning onboarding strategies with company objectives
• Leadership coaching for new executives
• Aligning individuals with the culture of the organization
• How new management communicates with others
• Ensuring executives have realistic expectations
• Monitoring the progress of executives
• Onboarding internal transfers
ASSESSING & BUILDING LEADERSHIP CAPABILITY
So much leadership development effort ignores the natural tendency
of many people to lead without being chosen or even asked. This
presentation will discuss ways to measure and build the level of lead-
ership capability in your organization.
• Assessing the level of leadership capability in your organization
• Developing a definition of talent
• Accumulating a pool of talent to satisfy leadership needs
• Capitalizing on leaders’ inherent sense of accountability to foster
their development and accumulation of achievement equity
• Helping people to maximize the developmental benefits they
derive from their performance experiences
TRANSFORMATIONAL LEADERSHIP SUCCESSION
It is no longer business as usual for organizations. Traditional forms
of leadership are giving way to demands for transformational lead-
ers who can take their organizations to the next level of growth and
performance. This presentation will provide a better understanding of
transformational leadership and how this relates to developments in
succession management.
• Why traditional leadership can fall short in today’s business world
• Understanding what is transformational leadership
• Redefining leadership competencies and integrated skills
• Individual and organizational development needs
• Cultivating transformational leadership
• What can be done to take leadership performance to the next level
DESIGNING/IMPLEMENTING A LEADERSHIP CONTINUITY
PROGRAM
For organizations to be effective, their management cadre must be well
equipped with the necessary knowledge and skills to address to step
into the breach both in terms of day-to-day operational issues and abil-
ity to respond to emerging issues. This presentation will detail how to
design and implement a leadership continuity program.
• Role of leadership programs in creating leadership capacity
• Critical components of a successful leadership development program
• Importance of skill development and knowledge transfer
• Avoiding common pitfalls
BUILDING A TALENT PIPELINE INTO THE FUTURE
Adopting a talent strategy that will keep the organization strong and
agile into the future becomes absolutely paramount in times of busi-
ness uncertainty, competitive pressures and significant organizational
change. This presentation will offer guidance on how to build a robust
talent pipeline and keep it full.
• Creating a culture that embraces talent and succession management
• Understanding and leveraging a workforce planning system
• Identifying and building strength around mission critical positions
• Instituting talent reviews and emerging talent identification
• Realigning recruitment and retention strategies
• Filling positions with continuously improving employees
• Positioning external talent pools
ATTRACTING AND PROMOTING DIVERSE CANDIDATES IN
LEADERSHIP SUCCESSION PLANS
Organizations, faced with the ever-changing demographics must adapt
their current executive recruitment and promotion strategies in order
to attract more diverse leaders. This session will examine effective
strategies for attracting and promoting diverse candidates in leadership
succession plans.
• Creating a more inclusive environment
• Key features of a leadership diversity strategy
• Implementing the plan: the initial steps
• Establishing self-sustaining diversity leadership initiatives
• Constituency based leadership development
• Mentoring high potential diverse candidates
INTEGRATING COACHING & MENTORING INTO
LEADERSHIP DEVELOPMENT
Mentoring and coaching practices are an integral component of
leadership development and succession management. This workshop
discusses various approaches, as well as provides tips to successfully
execute strategic initiatives within your organization.
• Building successful mentor and coaching initiatives
• Value of coaching and mentoring for leadership development
• Role of leadership team in coaching and mentoring programs
• Selection of mentors and coaches: key considerations
• Critical success factors for mentoring and coaching programs
COURSE PROGRAM

4. Cancellation: Please note that non-attendance at the course does not entitle the registrant
to a refund. In the event that a registrant becomes unable to attend following the deadline for
cancellation, a substitute attendee may be delegated. Please notify Federated Press of any
changes as soon as possible. Federated Press assumes no liability for changes in program
content or speakers. A full refund of the attendance fee less 15% administration fee will be
provided upon cancellation in writing received prior to January 29, 2015. No refunds will be is-
sued after this date.
Developing leadership capability
Jennifer Britton
Potentials Realized
Designing/Implementing a Leadership
Development Program
Shreyshree Raja
St Michael’s Hospital
Engaging & Retaining High Performers
Chantal Thorn
Chantal R. Thorn, Phd Consulting
Building a Talent Pipeline into the Future
Paula Gomes
The Beacon Group
Developing a New Generation as Tomorrow’s
leaders
Kartik Kumar
Cambridge Management Planning Inc.
From Baby Boomer to Gen Y: Aligning Values
in Times of Transition
Barry Nelson
Practical Management of Canada Inc.
Onboarding Seasoned and Junior Leaders:
Ensuring Credibility and Success
Dessalen Wood
Cineplex Entertainment LP
Utilizing Mentoring Leadership Programs in
Succession Planning Initiatives
Rosie Parnass, M. Ed.
University of Toronto
Case Study: Enabling Business Strategy
Through Talent Development
Bernice Parent
MTS Allstream Inc.
Municipality of Chatham-Kent Case Study
Marianne Fenton
Municipality of Chatham-Kent
The Role of Leadership Programs in Succession
Planning
Tara Lockyer
Manulife Financial
Assessing and Developing Executive Leadership
Capacity in the Federal Public Service
Rea McKay
Treasury Board of Canada Secretariat
Is Your Organization Ready for Succession
Planning?
James Wong
BMO Harris Private Banking
Overcoming Leadership Succession Challenges
Brenda M. Brown
Compass Group Canada (CGC)
Analytical Approaches & Tools for Assessing
Talent
Brett Abram
Sleep Country Canada
Accelerating Readiness of Succession
Candidates
Devi Persaud
Planning for Succession
Developing & Retaining Tomorrow’s Leaders
Lisa M. Mattam
The Mattam Group
Integrating Coaching & Mentoring into
Leadership Development
Michelle Chambers
Chambers and Associates
Aligning TELUS Organizational Values and
Strategic Business Objectives with Behavioural
Leadership Competencies and Implications on
Succession Planning Framework
Richard Beed
Telus Mobility
Designing & Implementing a Leadership
Continuity program
Grant Armstrong
Manager Organizational & Leadership Development
Niagara Region
Case Study: Hudson’s Bay Company
Jim Campbell
Hudson’s Bay Company
Panel Discussion: Analytical Approaches & Tools
for Assessing and Building Leadership Skills
Stacey Karpman
Future Electronics Inc.
The Role of Executive Search in Succession
Planning
David Perry
Perry-Martel International Inc.
Incorporating Diversity and Equity Initiatives into
Succession Planning
Lynda Goldman
Lynda Goldman Inc.
Adopting a Pathway Approach to Building
Leadership Capability
Daniel Prince
DP Solutions
Payment must be received prior to
Phone: 1-800-363-0722 Toronto: (416) 665-6868 Fax: (416) 665-7733
Registration: To reserve your place, call Federated Press toll-free at 1-800-363-0722.
In Toronto, call (416) 665-6868 or fax to (416) 665-7733. Then mail your payment along with the
registration form. Places are limited. Your reservation will be confirmed before the course.
TO REGISTER FOR 20TH LEADERSHIP SUCCESSION MANAGEMENT
MAIL COMPLETED FORM WITH PAYMENT TO:
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Location:Courtyard by Marriott Downtown Toronto, 475 Yonge Street, Toronto, ON, M4Y 1X7
February 5, 2015
Discounts: Federated Press has special team discounts. Groups of 3 or more from the same
organization receive 15%. For larger groups please call.
The “Proceedings” is your Web repository of learning resources for this event. It includes:
- the recording of the lectures at the forthcoming event itself, including documentation, slides and audio-visual;
- 25 or more carefully selected additional lectures (below), which are intended as a recommended enrichment of the course content, with many
additional topics covered.
The price of the Proceedings (one user licence) is $299 if you are attending in person or by Webcast; or $799 otherwise.
PROCEEDINGS
REGISTRATION COSTS
NUMBER OF PARTICIPANTS:
COURSE: $1975
WEBCAST: $1575*
COURSE + PROCEEDINGS:
$1975 + $299 = $2274
WEBCAST + PROCEEDINGS: $1874
PROCEEDINGS: $799*
NOTE: Please add 13% HST to all prices.
Proceedings will be available 60 days after the
course takes place
Enclose your cheque payable to
Federated Press in the amount of:
GST Reg.# R101755163
PBN#101755163PG0001
For additional delegates please duplicate this form
and follow the normal registration process
* One user licence
* One user licence
Conditions: Registration covers attendance for one person, the supplementary course ma-
terial as described in this document, lunch on both days, morning coffee on both days and
refreshments during all breaks. The proceedings of the course will be captured on audio or
video.
Time: This course is a two-day event. Registration begins at 8:00 a.m. The morning sessions
start promptly at 9:00. The second day ends at 5:00 p.m.