Strengthen Your Credit Union Talent Pipeline with Succession Planning

The next 10 years are critical for the financial services talent shortage. By 2030, all baby boomers will reach the retirement age of 65. And by 2035, Gen X will comprise only 21% of the workforce.

Credit unions are already facing difficulty in acquiring talent — especially talent who understands the industry’s complex regulations and emerging technology. As the U.S. continues to have a significant labor shortage, institutions must secure their future workforce through effective retention practices, including but not limited to succession planning. Growing and developing current employees is the key to future stability.

Who should attend: credit union executives, human resources professionals, board and supervisory committee members

Succession planning gives your organization access to vital talent while helping you drive engagement, retention and your desired workplace culture. In this webinar, we look at how credit unions can build an effective succession plan, including:

• Common planning pitfalls to avoid
• Critical elements to include in your plan
• Essential skills for future leaders
• Leveraging fractional C-suite outsourcing

Presenters: Barbara Low, RODC Senior Manager & Robert H. Zondag, CTP Partner at Wipfli

 CCUA non-member webinar registration