Worldwide demand is rising for leaders who can succeed in today’s volatile, uncertain, complex, and ambiguous (VUCA) business environment. At the same time, the supply of qualified leaders appears to be diminishing. Empirical studies reveal that between 50 and 70 percent of organisations feel they are impacted by a shortage of qualified leaders
CEOs and their Boards have put the spotlight on their leaders. They need confident, effective leaders who can inspire others and drive results aligned with overall business strategy. Unfortunately, upon closer inspection, CEOs are finding something disturbing: the quality of leaders doesn’t match the need. Critical roles are not filled because leaders are not ready. Even though they’re spending millions on talent management systems, they’re not getting the ROI they expect—and demand.
Development cannot be solely an HR or L&D function. Alignment must come from the top down and across all areas of the company.
Involving the business unit leaders in all stages of talent development, including specific follow-up roles, is vital to creating commitment to the success of your company’s programs. These team members are your foundation for exceptional long-term results.
Most organizations have some way of identifying their high potential associates, but identifying talent alone is not enough.
I can help you with this process to ensure that you have the right pipelines and systems integrated correctly.
The following Road Map containing Five steps will help your company create a culture that fosters and grows potential into quality leaders for the future.
1. Plan & Implement a Formal Identification Process
Make it an annual or twice-yearly event in which all areas of your organization can participate simultaneously. It needs to be a simple yet thorough process that business unit leaders can calibrate to identify their top performers.
2. Build a Personal Development Plan
Identifying your high potentials should jumpstart the process for their individual growth. Begin the discussion about their long-term goals. Assign a mentor to work directly with them on their development.
3. Challenge & Stretch Them
Give your high potential talent new and unique opportunities. Assign them bigger, more meaningful projects as they become available. Invite them to meetings or discussions, and ask for their input. Expose them to situations that will stretch and engage them to think in innovative ways.
4. Establish a High Potential Program
Build high-potential talent groups to expose them to other top performers outside their day-to-day work areas. Create an environment for these groups to share ideas, their learning and successes. These groups are an excellent way to show that you see them as different from other associates. Establish six- to 12-month development programs that hit on key leadership or competency topics.
My typical 6-12 month experiential HiPo program, high-potential will comprise of the modules and outcomes below.
This programme prepares the individual to take on future leadership roles within the organisation.
- Leadership Skills. Develop skills and confidence for future leadership opportunities
- Effective Leadership Style. Identify and maximise effective leadership qualities.
- Executive Presence. Develop and refine a personal leadership brand while managing emotions in self and others.
- Influencing & Change Management. Utilise stakeholders and team members to engage change.
- Long-Term Development. Create a long-term leadership growth and relevancy plan.
- Strategic Thinking & Decision Making.Develop a mindset for strategic development of high-value ideas and innovation.
Management of the overall process, including governance, communication, and evaluation of effectiveness.