90% of companies worldwide clearly state that leadership pipeline is on top of the list. However, not all of them practice it. If organisations do not invest in developing a leadership, they will find themselves having to deal with a leadership crisis within 2 years. Or less, if a bus hits the CEO. Anthony Devadoss from BTI Consultants shares with us some measures to be taken to address this crisis when it comes to corporate succession planning.
 

1:03 - Crisis Is An Understatement - A Day Can Cost An Entire Year

1:56 - Events that Lead to Leadership Crisis

3:32 - Steps for Companies Who are Currently Facing Leadership Crisis

4:54 - How Do Companies Usually Handle Them? (the wrong way)

8:52 - Definition of Succession Planning

12:45 - Roles & Responsibilities of the Team's Most Important Step

13:13 - Anthony's Secret to Communicate with Talent

14:13 - 4 Steps to Follow

14:33 - Step 1: Assess Current State

14:45 - Companies' Maturity Model

15:37 - Transparent Talent Mobility - Most Advanced Model

16:58 - Reality of Succession Planning Today

17:18 - Step 2: Identifying of the Roles and Responsibilities

18:51 - Step 3: Managing Challenges

21:04 - Step 4: Implement the Cycle

22:03 - Forming the Succession Planning Team

25:03 - Malaysian Talent's Magic Formula