Peggy Newquist

• Launching a formal high-potential development program during a period of significant organizational growth, creating a structured pathway to prepare future leaders before they reach officer-level positions and strengthen the company’s long-term leadership pipeline
• Moving beyond informal nominations by establishing clear selection criteria, leadership expectations, accountability measures, and executive alignment, while learning valuable lessons about participant readiness, program design, and what predicts leadership success
• Accelerating leadership readiness through a cohort-based experience combining executive mentoring, leadership assessments, coaching, capstone projects, peer accountability, and practical application, with participants already progressing into officer-level development programs and key leadership roles

Join both speakers for an interactive audience-led Q&A designed to unpack the strategies, challenges, and lessons behind their approaches to leadership development, succession planning, and high-potential talent acceleration. Ask your questions, compare perspectives, and gain deeper insight into what it takes to successfully drive change in this area