How to close the talent gap: develop tomorrow’s talent, today

55% of CEOs stated in a global survey that developing the next generation of leaders is a key challenge within their organisation (DDI, 2021), with 52% also stating attracting and retaining top talent is a current challenge. This means there is added pressure to develop and retain current talent in today’s climate. HR needs to be on top of their game to not only retain talent, but to ensure knowledge is retained helping minimise disruption any personnel changes could cause. In our webinar series, Thomas Takeaways, we offer practical insights into the pain points of employee management, with the focus of this session being succession planning. Join our specialists as they discuss: • The importance of developing a succession planning strategy • The need to create succession plans beyond leadership positions • How to fairly select successors - experience vs attributes • 3 ways to develop successors • The impact of succession planning on employee retention This webinar is for HR professionals looking to understand succession planning and how to develop a strategy and nurture employees for their next roles. Alex Clinton joined Thomas International in 2013 and managed two client-facing teams before becoming a Global Training Specialist. She is accredited by the ILM as a Level 5 Business Coach and Mentor and is an experienced team workshop facilitator. Her passions are helping people develop self-awareness, and leadership and management development. Dan Jarvis is Technical & Business Development Manager at Plastribution Ltd. As part of his role, he helps look after the training and development programme, the use and feedback of Thomas tools and the coaching and mentoring programme. Dan started his polymer career in 1987 at Courtaulds Research in Coventry and has achieved a BEng (hons) in Polymer Science & Engineering at Coventry University. He has worked in many areas of the polymer industry and contributed to the latest edition of Brydson’s Plastics Materials.