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Don’t Leave it to Luck: Building a Succession Pipeline that Works

Date

July 31, 2025

Time

17:30 - 20:00

Location

St Joseph's Institute of Management

In Thought Leadership Meet

Succession planning is no longer a luxury — it’s a necessity. In today’s dynamic business landscape, leadership transitions must be deliberate, data-driven, and seamlessly executed. Organizations that rely on luck or last-minute decisions risk disruption, loss of talent, and strategic misalignment.

Join us for the July edition of the Thought Leadership Meet, where we dive deep into the topic:

“Don’t Leave it to Luck: Building a Succession Pipeline that Works.”

This session will explore how forward-thinking organizations identify, groom, and retain future leaders through structured succession strategies that go beyond just replacing roles — they build leadership legacies.

Speakers

Key Takeaways

The business case for proactive succession planning
How to align succession strategies with organizational goals
Identifying high-potential talent early and investing in their growth
Tools and frameworks to build a sustainable leadership pipeline
Insights from industry leaders and academic experts

Who Should Attend?

CHROs & HR Leaders
Talent Management & L&D Heads
Business & Function Heads
Organizational Development Professionals
Academic and Industry Researcher

PRESENTS

IN ASSOCIATION WITH

Contact Details
Gallery

Organizer Name: NHRD Bangalore Chapter
Phone: +91 95138 85899

Email: reachus@nhrdbangalore.com
Website: https://nhrdbangalore.com/

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Don’t Leave it to Luck: Building a Succession Pipeline that Works

Tags: Organizational Structure Strategic Leadership Workforce

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