Without a pipeline of leaders ready to step up, you miss opportunities.

When senior leaders must lead every critical initiative, the growth of the organization is limited.

New opportunities require strong leaders who are ready to step up to bigger challenges.

Talent Planning

Challenges in Creating Talent Planning

Executives don’t evaluate talent consistently with same criteria
There’s no plan to develop or retain high potential talent
Development programs aren’t tied to the needs of the business

Better

Retention of mission-critical talent

View of top talent across the organization

Development of next-level leaders for succession planning

Use of high-value talent on mission critical projects

Faster

Agreement on what high-performance looks like

Development of top-level talent

Agreement to share strong talent to deliver on the operating plan

Application of mentoring and coaching efforts

Easier

Identification of high-potential talent

Deployment of next level talent in key areas of the organization

Resource planning related to talent required to move the business forward

More focused leadership development

Achieve Talent Planning

Leadership Development

Challenges in Creating Leadership Development

Development programs are not directly linked to the needs of the business
Leaders are not developed around a consistent teaming methodology and language
Leadership is viewed as an individual exercise not a teams of teams concept

Better

Pipeline of talent that is ready for bigger assignments

Development programs focused on strategic priorities

Commitment to spending energy on coaching the next level of leaders

Growth among high-priced talent

Faster

Assessment of important talent

Pathways to an accountability seeking culture

Return on Investment from Leadership Development

Transfer of learning to the real work of the participants

Easier

Adoption of development plans

Career planning conversations

Assignment of stretch opportunities for developing staff

Engagement of learners in development programs

Achieve Leadership Development

Manager Consistency

Challenges in Creating Manager Consistency

Training and supporting managers often get cuts when the budgets is tight
Managers are expected to cascade ideas and initiatives they didn’t help create
Managers don't feel they are getting the timely and transparent information they need to do their jobs

Better

Employee engagement because they feel they are being treated fairly and consistently

Focused time on the right priorities

Quality from the use of consistent processes and performance metrics

Retention of the best talent and less unwanted turnover

Faster

Execution on the operating plan because managers confidently speak about the plan

Decision making on key personnel and project elements

Adoption of change initiatives by all employees

Response to correcting poor performance

Easier

Discussion about important team project topics

Performance discussions

To take time off without worrying about the team

To maintain positivity by achieving great results

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