Guidebook : Optimizing Your Leadership Pipeline. Development Dimensions International, Inc., MMXIII. All rights reserved.

Transcription

1 Guidebook : Optimizing Your Leadership Pipeline 1

2 What will drive the success of your business? Entering new global markets? Launching the next blockbuster product? Overtaking your competitors? 2

3 No matter which future course you plot, success will rely on flawless execution. 3

4 And flawless execution depends on your organization s ability to choose and prepare the best leaders for tomorrow. 4

5 To close this leadership gap and have leaders in place to drive results, you need to optimize your pipeline. 5

6 A pipeline approach to talent management is not a single program or tool. It s a process that provides both the right quantity and quality of leaders in time to step up and meet pressing business challenges. 6

7 Sounds complicated. Right? Here are five best practices to get you started. 7

8 #1 Begin with where your business is going. 8

9 #1 Recognize your current and future business drivers and design talent strategies accordingly. 9

10 #1 Don t forget to scan the external environment for volatility, uncertainty, complexity, and ambiguity and map your talent strategy accordingly! 10

11 #2 Define leaders who fit the profile for success. 11

12 #2 Once you have determined your business drivers, you need to define what success looks like for each level of leadership. 12

13 #2 The four factors that will define a successful leader are: 1 Organizational knowledge 2 Experiences 3 Competencies 4 Personal attributes 13

14 #2 Future agility is key. Select leaders who are able to: Anticipate and react to the nature and speed of change. Act decisively without always having clear direction and certainty. Navigate through complexity, chaos, and confusion. Maintain effectiveness despite constant surprises and a lack of predictability. 14

15 #3 Manage leaders in transition. 15

16 #3 If a leader is going to stumble on the climb up the leadership ladder, they re most likely to slip when transitioning into their new role. 16

17 #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 can cause tremendous stress. 17

18 #3 You can help leaders rapidly and smoothly move through transitions! Develop leaders BEFORE their next promotion. Clarify expectations and priorities. Define what success looks like. Support new leaders to help them cope. 18

19 #4 Create leadership acceleration pools. 19

20 #4 In an acceleration pool approach, groups of high potentials are fast-tracked to prepare them for growing leadership responsibilities. 20

21 #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 organization s needs. 21

22 #5 Choose the right people to move up the ladder. 22

23 #5 Promotion decisions should be based on actual readiness to advance. 23

24 #5 Assessing readiness not only helps you make accurate placement and promotion decisions, it also pinpoints each leader s strengths and development needs. 24

25 #5 Assessment needs to be approached differently at each level. Individual Contributor Assessment by Level People Leader Operational Leader Strategic Leader - 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 25

26 LET S RECAP! 26

27 Pipeline Best Practices 1. Begin with where your business is going. 2. Define leaders who fit the profile for success. 3. Manage leaders in transition. 4. Create leadership acceleration pools. 5. Choose the right people to move up the ladder. 27

28 But wait, there s more! Executing a pipeline strategy can be challenging. Here are a few tips to get you started. 28

29 TIP1 Secure ownership at the most senior levels. (This is a necessity!) A leadership pipeline cannot be successful without full support and buy-in at senior levels. If they don t buy in, who will? 29

30 TIP2 Business drivers must be at the forefront! Ask yourself: How will your next generation of leaders perform relative to your business drivers? 30

31 Leaders must be assessed and developed to perform relative to what your organization needs to do to succeed in the future! 31

32 TIP3 Onboard new hires and new leaders effectively. Make sure you: 1. Provide insights and a process so they can begin contributing quickly. 2. Get and keep them engaged. 3. Position them for current and future success. 32

33 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. 33

34 TIP5 Execute talent initiatives both globally and locally. Corporate headquarters should encourage and support mentoring and coaching, while empowering regional partners to identify and employ the right tools. 34

35 TIP6 Weave in principles that ensure success. To sustain a pipeline initiative, pay attention to the building of: 1. sound execution plans 2. effective communication 3. clear accountability 4. skill development 5. alignment with related systems 6. success metrics 35

36 There you have it! Five best practices and six tips. 36

37 Ready to optimize your pipeline? Pipeline experts are standing by at or to help make you successful. 37