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Succession Management Reinvented Seminar  

Becoming a talent-driven organisation



One-day Seminar: 22 November
Radisson Blu Gautrain Hotel, Sandton, Johannesburg

An Agile approach is a new way of managing succession management. Today, an Agile organisation built around empowered teams are the best way to constantly and nimbly match the right talent to the right strategic initiatives. Typical talent or succession planning and HR processes are designed for predictable environments, traditional ways of getting work done, and organizations where "lines and boxes" still define how people are managed. As work and organisations have become more fluid, and business strategy is no longer about planning years ahead but about sensing and seizing new opportunities and adapting to a constantly changing environment--companies must deploy talent in new ways to remain competitive. One needs to turn conventional views on their heads, talent and leadership and have a new and different playbook for managing, and deploying talent for today’s agile, digital, analytical, technologically driven strategic environment!

Succession management has been on the top of every HR professional and business leader’s list for years. However, succession management is not just for CEOs – a succession plan matters for the entire organisation. As critical as the CEO is to the company, there are plenty below whose absence would have ripple effects throughout the organisation. Is there a plan as to who would immediately fill the hole left behind?

When you dig a little deeper into a succession plan, you find there are lots of benefits for including everyone across the organisation. The succession plan is a great way to send the message that there is always room to grow, to “move up,” to try new opportunities. Companies who have succession plans in place communicate that they promote from within. When employees feel like there are opportunities to develop their skills, work with new people, and expand their job functions, they are more motivated to contribute beyond their designated role. For the employer, a succession plan helps everyone, particularly HR and managers, breathe a sigh of relief. It’s unsettling to know the success of an initiative is riding on the back of one person.

Why Attend?

  • Is your organisation building a succession pipeline that is future-oriented and ready for the continuous market disruptions and digital transformation? Are you ready to let go of out-dated succession processes and legacy systems and to embrace new approaches and solutions for succession management?
  • Hear new practices that take Succession Management into the future and enhance your organisations ability to realise its strategic goals.
  • Learn how practitioners take steps to address critical succession challenges at all levels of their enterprises.
  • Join leaders, companies, and industry peers in learning about and discussing practices that are taking succession into the future and how they can be applied to your organisation.

Who Should Attend

Heads of/ Directors of /Senior managers in the following groups responsible for succession management:
  • HR
  • Succession Management
  • Leadership and Executive Development
  • Talent and Global Talent Management
  • Training and Development
  • Employee Development
  • Diversity
  • Learning and Development
  • Workforce Planning

For more information about the seminar, please contact Debbie Atwell on or + 27 83 651 1664.


DAY ONE 22 November 2018
07:30–08:30 Registration and arrival refreshments and snacks


Welcome and introduction by Chairperson


Succession Management: definite do’s and detrimental don’ts

Ashnie Muthusamy, Group Talent Manager, Sun International (Author of Succession Management, published by KR)


One person away from failure – the critical need to identify and close talent gaps that could be detrimental to your business

Selo Govender
, Group Head: Talent, Discovery

10:45–11:15 Morning break


Rethinking succession: preparing for an uncertain future

Jenny Greyling,
Talent Development, Learning, Benefits and Wellness Director, EY


Emerging Talent Pipelines: The Digital Native Proposition

Terryn Palani
, Executive Head: Talent, Performance Development and Assessments, Vodacom

13:15–14:00 Networking lunch


Succession readiness: utilising both data and opinion to help move your succession planning beyond ‘Ready Now, Ready Later’.

Martin Sutherland, Global Director, People Tree Talent Analytics


Succession in a new world – building leaders and succession with courage in complexity

Kerrin Miller, Principal Psychologist & Director, Factor10 Consulting and Nana Tabiri, Talent Consultant

15:30 Close of seminar


Ashnie Muthusamy, Group Talent Manager, Sun International (Author of Succession Management, published by KR)
Ashnie Muthusamy has an educational background in Psychology, HR, and a Master’s degree in Leadership. She has headed various HR specialist roles in large organisations such as Absa and Nedbank. Ashnie is passionate about Employee Branding, Employee Engagement and Talent Management and is presently the Group Talent Manager for Sun International where she has been working for the past 7 years. She is the author of Succession Management, to be released March 2018 (Published by KR).
Martin Sutherland, Global Director, People Tree (Co-Author of Talent Talker)
Martin is the Global Director of PeopleTree Talent Analytics International, a software and consulting firm focused on talent analytics. He is a founder member of the company, launched in 1998, and has been responsible for its global expansion. Clients are spread across 47 countries in Africa, Europe, the Middle East, the US, Central and South America and India. Martin has always had a fascination with people and technology, and has used technology and research to understand what makes people successful when they tackle new situations and business challenges. The result is a robust talent process, driven by powerful talent analytics, which helps companies to effectively direct time, money and effort to grow and develop all their talent. Prior to the formation of PeopleTree, Martin was a director of the largest public relations and communications company in South Africa. He regularly speaks at international conferences and publishes articles on the topic of talent management. He has 23 years of professional consulting experience in the ICT, Energy and Power, Financial Services & Banking, Transport, Retail and Manufacturing sectors.
Selo Govender, Group Head: Talent, Discovery
A global Human Capital Leader with more than 20 years of experience and expertise in both the Corporate Human Resources and Business Unit Human Resources Operations environments. Selo has global experience in: Leading, Managing and Coaching high performance HR teams globally, experience in the total value chain of Human Resources, Business and HR Strategy development and implementation, project management, as well as Mentoring and coaching. Selo recently joined Discovery after having spent 16 years at Sasol as the Group Head of Talent, Leadership and Learning. Selo has a MBA from the University of the North West.
Terryn Palani, Executive Executive Head: Talent, Performance Development and Assessments, Vodacom
Terryn is a registered Industrial Psychologist and has a passion for capability development, talent management, strategic change management, coaching and OD/OE. She has more than thirteen years of versatile experience in Financial Services, Telecommunications, Parastatals and the FMCG industry, having held senior positions at SABMiller, ABI and Standard Bank before joining Vodacom where she has held a number of executive head positions in Organisational Effectiveness, Learning and Development and more recently as the Head of Talent, Performance development and Assessments. She has been involved in strategic talent management, the digitization of learning and operations, organisational effectiveness, coaching, leadership development, BBBEE alignment and leading change initiatives that impact individuals from shop floor to executive level. Terryn holds a Master’s degree from the University of Witwatersrand and recently completed an executive education course at INSEAD focusing on Strategy in the Age of Digital Disruption.
Kerrin Muller
Kerrin is a Registered Psychologist with over twenty years’ experience working in the areas of leadership, learning, coaching and change. She started her career as a human resource business partner and spent ten years in senior roles within large organisations leading human resource teams in both South Africa and the United Kingdom. After registering as a psychologist in 2003, Kerrin spent ten years consulting within a blue chip client base in the areas of learning and leadership. A director of Factor10 since 2014, Kerrin also fulfills the role of Lead Industrial Psychologist within the organisation. She is passionate about using psychology to drive deep leadership insight and create behavioural change; and most recently, innovative, blended approaches to developing leaders. She is a member of the global leadership team for Potentialife and their Regional Director for Africa. She is an ICF credentialed coach and author. Kerrin’s research on the meaning of work for professional women was published in the Journal of Psychology Africa in 2016.
Nana Tabiri, Talent Consultant
Nana is a HPCSA Registered Industrial Psychologist, who just recently left Absa where she was the Program Lead for Talent Management. Prior to this Nana was a Regional Talent Consultant for the Barclays Group. Nana has a Master’s Degree in Industrial Psychology from Potchefstroom University
Jenny Greyling, Talent Development, Learning, Benefits and Wellness Director, EY
Jenny is a Talent Development Specialist with experience in career management, development of high potentials, development centres, facilitation, coaching and mentoring programs, as well as change management programs. Jenny has been with EY for more than 20 years, in various senior level roles including HR Director and Learning Leader prior to her most recent role where she is the Director of Talent Development, Learning and Wellness. Jenny is a registered CA and also has a Masters from the University of Johannesburg.

Sponsors and Exhibitors

Would you like the opportunity to market your company’s products and services to delegates at this seminar?

For information on sponsorships and exhibitions please contact Keel Heubner+27 (21) 556 7663 or


One-day Seminar | 22 November 2018
R4 100.00  excl. VAT

Please note:

  • Payment must be received prior to attendance
  • Registration fees include refreshments, lunch, parking and seminar material
SETA grants and accreditation requirements
Many of our delegates enquire about the accreditation of our events. There is a misconception that organisations qualify for SETA grants only for accredited programmes. This is not correct. The payment of SETA grants is regulated by the Government Gazette, no. 9867, Vol. 570, 3 December 2012, no. 35940. These Regulations clearly state that the SETAs “must allocate a mandatory grant to a levy paying employer” that has submitted a WSP and ATR by the regulated date, has provided all the information required in the regulated template, and is up to date with skills levy payments. Furthermore, the template in the Regulations (Section C: Skills Development) allows employers to include ALL planned training in the report; not only accredited programmes.
Knowledge Resources is a Level 3 Contributor BBBEE company



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For more information and to book your seat contact  Debbie Atwell on + 27 83 651 1664


To book your seat contact Magdeline Matlatse on +2711 706 6009

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