Transforming a talent supply chain is a journey rather than an overnight feat, and for a company that’s been running for 139 years, the change required leaders to challenge the conventional methods of succession planning and leadership development.

Ball Corporation, the well-known producer of products for home canning, is in a rapidly-changing industry.

Ball’s Talent Development team has experienced highs and lows along its transformation journey, especially in its approach to succession planning.

Throwing out the 9-box worked for Ball. Along with finding success by doing what some might call “unthinkable,”

Danae Atkins (LinkedIn profile) Director of Talent Development, Ball Corporation; shows how their changes include assessing current and future senior leaders with a development focus, developing leaders in alignment with its unique culture and values, and leveraging technology to take talent development to the next level.

Leave this webcast with the following takeaways:

• Practical examples of how one company has re-examined its approach to succession planning
• Ideas for using assessments as a basis for development
• Examples of talent segmentation and evaluation of readiness that don’t involve a 9-box
• Suggestions for using technology to further your talent management practices