Over the past several years, organizations have faced profound technological, global, sociodemographic, and economic disruptions that are redefining the future of work. These forces have reshaped the psychological contract between employees and employers, reorganized work around human–technology collaboration, and altered organizational design. HR leaders are now on the front lines, guiding transformation initiatives and redefining operating models and capabilities to meet these evolving demands.
One critical area under pressure is leadership succession. The traditional “black box” approach, where decisions about promotions and leadership advancement are made without transparency, has become a liability, fueling frustration, disengagement, and talent flight. As calls for accountability and fairness grow louder, organizations must replace opacity with clear, equitable systems that demystify the path to leadership at every level.
Join Cornell faculty expert Dr. Bradford Bell and Penelope Sur, Vice President of Global Talent at Eastman, as they explore cutting‑edge frameworks for effective, transparent succession planning. They will draw on new research and real‑world examples to show how competency assessments, high‑potential identification, and strategic talent mapping can transform leadership pipelines into visible career pathways that inspire and retain top talent, while positioning HR as a key driver of organizational resilience in the future of work.
Cornell partners with Eastman to provide Executive Education as well as other research-based learning solutions to drive impact within their organization.
