At the ATD Asia Conference this afternoon, Nicole Dickie, Senior Consultant at Hogan Assessments, spoke to a full crowd on the topic “Strategic Succession Planning: From Planning to Performance.” She began by reframing leadership through Hogan’s research-backed lens: leadership is not about charisma or position, but about the ability to build and maintain a high-performing team. Nicole explained that many organizations still identify “high potentials” based on visibility and interpersonal charm - what Hogan calls “emergence” - rather than true “effectiveness,” which reflects whether leaders help the organization function better over time.

She then explored why workforce disruption, population shifts and talent shortages make succession planning a strategic imperative. All leaders should ask themselves this question: “Who will replace you?” Organizations must plan for succession earlier, develop talent intentionally, and rely on behavioral data rather than intuition or politics to guide decisions. A personality-based framework not only improves accuracy but also increases fairness and long-term organizational fit.

Nicole concluded with a case study demonstrating how these principles can be put into practice, showing how the right development strategy can turn potential into sustained leadership performance.

Lastly, the session ended with an overwhelming Q&A segment and enthusiastic requests for further digital materials, reflecting strong interest in putting these insights into action as well as the relevance of the issue.

霍根測評系統及其授權經銷商『睿信管理顧問有限公司』在台北舉行的 ATD 2025 亞太年會上成功進行了一場研討會。Hogan Assessments 資深顧問 Nicole Dickie 分享『策略性接班計劃：從規劃到績效』精彩的主題，吸引了上百名聽眾擠滿會議室專注聆聽與提問，探討高效能接班流程的最佳實踐，以及如何確保接班策略在整個組織內能夠公平實施。Nicole介紹導致接班計畫失敗的常見錯誤，以及如何避免這些錯誤發生。許多聽眾在會後要求索取 Hogan 提供的全面繼任計畫策略指南，獲得許多正面的迴響。

活動資源：

全面繼任計畫策略指南

講者投影片資料