Leadership Pipeline
By
Sridharan Mahadevan
The Leadership Revisited………

Research has taken us through a whole continuum but …still no end in sight
Approaches are dif...
Leadership
Taking Decisions

DEALING WITH AMBIGUITY
Leadership Pipeline

A critical business process that provides
organizations with a sustainable supply of
quality leaders ...
Demand Exceeds Supply
Hiring from Business Schools at enviable
salary and growing them over the years –
overly aggressive
...
Leadership Pipeline
It is not about “knowing it all” but capacity to
learn, change and evolve
It is not necessary to bring...
Leadership Pipeline
• Represents major mindset
shifts in your leadership
role

4

• Identifies the performance
results and...
Framework for changes during transition
Leadership Skill requirements at different levels
are significantly different (car...
Leadership Roles Transition
Getting Results Through

• Enterprise Leader
• Leadership & Statesmanship
• Group Leader
• Com...
LEVELS

FOCUS

CHALLENGES

Enterprise direction,
individual/organization capability,
and new value creation

Delivering en...
Visible Advantages
Mission critical strategy for the Organizational
Success
Leadership transition is objectified
Assessmen...
Change and Uncertainties makes it difficult to assess Leadership requirements

Most Managers approach their new role from ...
120%
100%
80%
60%

30%

30%

10%

30%

20%

Preserve
Let Go
Acquire

40%
20%

20%

70%
40%

50%

0%
Junior Mgt

Middle Mgt...
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Talent pipeline

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  • It’s pretty simple. If you don’t have any direct reports, you are at Personal Leadership. If you do have direct reports, you are at Leading Others. If your direct reports have direct reports, you are at Leading Managers.
  • Talent pipeline

    1. 1. Leadership Pipeline By Sridharan Mahadevan
    2. 2. The Leadership Revisited……… Research has taken us through a whole continuum but …still no end in sight Approaches are different; yet there is a concurrence – Leadership matters
    3. 3. Leadership Taking Decisions DEALING WITH AMBIGUITY
    4. 4. Leadership Pipeline A critical business process that provides organizations with a sustainable supply of quality leaders to meet the challenges of today and tomorrow
    5. 5. Demand Exceeds Supply Hiring from Business Schools at enviable salary and growing them over the years – overly aggressive Vs Growing from within Or Hybrid It Depends
    6. 6. Leadership Pipeline It is not about “knowing it all” but capacity to learn, change and evolve It is not necessary to bring in stars to prime the leadership pump and unclog the pipeline Demand Exceeds Supply Are we willing/ready to grow our talent pool, fast enough to feed our business growth?
    7. 7. Leadership Pipeline • Represents major mindset shifts in your leadership role 4 • Identifies the performance results and leadership competencies at each passage 3 2 • Defines the transition in the way leadership time is spent and the type of work valued 1 • May require letting go of what has made you successful in the past 5
    8. 8. Framework for changes during transition Leadership Skill requirements at different levels are significantly different (career crossroads) Time ApplicationDemand Exceeds Supply : What they focus on and how they manage time Values : Attitude towards managing the people they work with
    9. 9. Leadership Roles Transition Getting Results Through • Enterprise Leader • Leadership & Statesmanship • Group Leader • Comprehensive enterprise • Business Leader Demand Exceeds Supply Managers • Business • Functional Leader • Functional strategies • Managing Managers • Managers • Managing Others • Others • Manage Self • Personal effort
    10. 10. LEVELS FOCUS CHALLENGES Enterprise direction, individual/organization capability, and new value creation Delivering enterprise level profitable growth year after year; building leadership talent Leading Business /Enterprise functions Business portfolio strategy Balance the whole portfolio, making investment and divestment decisions and maximizing the value of leverage and focus. Leading Multi-functions Business strategy and delivering profit with capital efficiency. Leading and optimizing the business; building an executive team. Leading the function Business unit’s success and crossfunctional decisions Leading multiple products, programs and services across a function and cross functionally. Leading Managers Strategy formulation for the Department and Execution Integrating their results, and the executing product/program strategies. Work for Success of team and direct reports Should be capable of getting the work done + continue individual contribution. Leading the Enterprises Personal Leadership to Managing others
    11. 11. Visible Advantages Mission critical strategy for the Organizational Success Leadership transition is objectified Assessment of gap between desired and current levels Continuous Measurement of Performance and Potential of the Organization Helps in carving out Training/Event Calendar of the Organization Reduces emotional stress to individual employees Gives a timeline to various placements
    12. 12. Change and Uncertainties makes it difficult to assess Leadership requirements Most Managers approach their new role from the perspective of the old role D e m a n d Age profile and receptivity issues against the desired flexibility Talent to oversee cross-cultural operations Mindset articulation for different leadership skills difficult Failure to retain key leaders in key roles e x c e e d s S u p p l y Talent Management activities are disconnected Talent Data insufficiency Invariably weak bench strength
    13. 13. 120% 100% 80% 60% 30% 30% 10% 30% 20% Preserve Let Go Acquire 40% 20% 20% 70% 40% 50% 0% Junior Mgt Middle Mgt Sr. Mgt.

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