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flawless execution.
And flawless execution depends on your organizations ability to choose and prepare the best
To close this leadership gap and have leaders in place to drive results, you need to optimize your pipeline.
A pipeline approach to talent management is not a single program or tool. Its a process that provides both the right quantity and quality of leadersin timeto step up and meet pressing business challenges.
Sounds complicated.
Right? Here are five best practices to get you started.
#1
Begin with where your business is going.
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Development Dimensions International, Inc., MMXIII. All rights reserved.
#1
#1
external environment for volatility, uncertainty, complexity, and ambiguityand map your talent strategy accordingly!
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#2
Define leaders who fit the profile for success.
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#2
Once you have determined your business drivers, you need to define what success looks like for each level of leadership.
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#2
The four factors that will define a successful leader are:
1 Organizational knowledge
2 Experiences
3 Competencies
4 Personal attributes
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Development Dimensions International, Inc., MMXIII. All rights reserved.
#2
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#3
Manage leaders in transition.
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#3
If a leader is going to
stumble on the climb up the leadership ladder, theyre most likely to slip when transitioning into their new role.
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Development Dimensions International, Inc., MMXIII. All rights reserved.
#3
Whether assuming a leadership role for the first time, taking control of a business unit, or stepping into a top senior position, leaders encounter significant challenges, which
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#3
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#4
Create leadership acceleration pools.
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Development Dimensions International, Inc., MMXIII. All rights reserved.
#4
In an acceleration pool
approach, groups of high potentials are fast-tracked to prepare them for growing leadership responsibilities.
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#4
High-Potential leaders are carefully identified as demonstrating the strongest leadership potential.
They may move up and out of the acceleration pool based on their performance and the organizations needs.
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#5
Choose the right people to move up the ladder.
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Development Dimensions International, Inc., MMXIII. All rights reserved.
#5
Promotion decisions
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#5
Assessing readiness not only helps you make accurate placement and promotion decisions, it also pinpoints each leaders strengths and development needs.
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#5
Internet-delivery Shorter, more scalable experiences Screen-in/Screen-out decision points Level-specific feedback and development Usually based on specific skills/competencies High-touch, high-fidelity Day-in-the-life assessment Data integration Individualized feedback and planning Often tied to business drivers or readiness to assume new role/challenge
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LETS RECAP!
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TIP1
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TIP2
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Leaders must be assessed and developed to perform relative to what your organization needs to do to succeed
in the future!
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TIP3
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TIP4
Use assessment and development processes that can be adapted for your organization.
The best have a strong track record and are supported by validated research that proves their effectiveness.
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TIP5
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TIP6
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