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Retaining Leadership Talent: Skills-Based Succession
Role Play
5,729 students
Retaining Leadership Talent: Skills-Based Succession
Build talent retention, leadership development, HiPo growth and succession planning around critical management skills
Last updated 9/2026
English
English [Auto],
What you'll learn
- Build a retention priority map for critical leadership roles using business dependencies and documented needs
- Prepare a leadership retention plan covering work environment, compensation review and credible growth opportunities
- Map future leadership workforce needs to observable competencies and evidence requirements
- Create a skills-based succession plan with development assignments, readiness evidence and interim coverage
- Distinguish high performance, leadership potential, career aspiration and readiness for a specific role
- Define supported work assignments that develop effective leaders without unsupported promotion promises
- Assign owners and review dates to retention actions, competency checks and successor development
- Examine A-Player self-management, motivation and career growth from the employee perspective
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Course content
9 sections • 16 lectures • 9h 59m total length
Requirements
- Experience managing people or supporting managers in an HR or talent management role
- Basic familiarity with performance, development and the responsibilities of leadership roles
- A computer and a web browser to open the four interactive HTML tools
- Authorized role information for practice, or use the supplied fictional examples; no paid AI subscription is required
Description
This course contains the use of artificial intelligence
A successor list cannot replace leadership capability. Retention becomes more credible when growth, support and readiness connect to the work a leadership role actually requires.
A strong manager can deliver excellent results while seeing no realistic next step inside the organization. Compensation concerns may remain unresolved, workload can crowd out development, and a promising employee may appear on a succession list without evidence of readiness. When that situation continues, the organization carries an unresolved dependency on a critical role.
A practical response connects today's leadership experience with tomorrow's capability needs. Retention actions have named owners and realistic limits. Development opportunities have support and observable expectations. Succession reviews show what is known, what needs further evidence and what would happen if a vacancy arrived before a successor was ready.
Mike, the #1 HR instructor on Udemy, brings 20 years of HR experience and holds PHRi, SHRM-CP and HCI sHRBP certifications. His Udemy courses have reached more than 2,000,000 students. This PapaHR course uses a practical planning approach with explicit evidence, responsibilities and review dates rather than guaranteed retention outcomes.
The course begins with leadership retention priorities: the significance of a critical role, the work it protects and the needs that deserve attention. The next section connects a supportive work environment, compensation review and credible growth opportunities in one action plan. The succession sections move from future workforce needs to competency mapping, then to supported leadership development, readiness review and continuity arrangements.
The retained A-Player foundation follows as a second layer from the employee perspective. These original lessons address self-management, relationships with managers, teamwork, work habits, career growth, motivation and communication. They remain employee-focused material, offering context for the expectations and experiences of strong contributors. High performance alone is not treated as proof of leadership potential or readiness for a future role.
Four interactive HTML tools accompany the new core. Each opens in a web browser and includes a fictional example, editable fields and a way to copy or print the completed plan. The tools organize human judgment; they do not predict departures or make promotion decisions.
What's included
- Lifetime access to all course materials
- Active instructor support in Q&A
- Udemy Certificate of Completion
- Four interactive browser-based planning tools
- Four practical assignments with fictional examples for practice
- The retained A-Player foundation from the employee perspective
A development opportunity needs time to produce observable evidence. Waiting until a leadership vacancy appears leaves less room to prepare credible options. Start with one critical role and make the next retention or development action concrete.
Enroll now and start your first lesson today.
Who this course is for:
- Department and functional leaders who need to retain managers and protect continuity in critical leadership roles
- HR business partners and HR managers supporting leadership retention and successor development
- Talent management and leadership development professionals moving from successor lists to skills-based evidence
- Business owners managing a leadership team who need credible growth opportunities and practical succession plans