Optimizing Your Leadership Pipeline
 

Optimizing Your Leadership Pipeline

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No matter your business strategy, success will rely on flawless execution. Execution that depends on your organization's ability to find and prepare the best leaders. ...

No matter your business strategy, success will rely on flawless execution. Execution that depends on your organization's ability to find and prepare the best leaders.
To close that gap, we'd like to show you how to optimize your leadership pipeline.

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    Optimizing Your Leadership Pipeline Optimizing Your Leadership Pipeline Presentation Transcript

    • © Development Dimensions International, Inc., MMXIII. All rights reserved.1 Guidebook : Optimizing Your Leadership Pipeline
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.2 What will drive the success of your business? Entering new global markets? Launching the next blockbuster product? Overtaking your competitors?
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.3 No matter which future course you plot, success will rely on flawless execution.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.4 And flawless execution depends on your organization’s ability to choose and prepare the best leaders for tomorrow.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.5 To close this leadership gap and have leaders in place to drive results, you need to optimize your pipeline.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. 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
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. Sounds complicated. Right? Here are five best practices to get you started. 7
    • #1 8 Begin with where your business is going. © Development Dimensions International, Inc., MMXIII. All rights reserved.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. #1 9 Recognize your current and future business drivers and design talent strategies accordingly.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.10 Don’t forget to scan the external environment for volatility, uncertainty, complexity, and ambiguity—and map your talent strategy accordingly! #1
    • #2 11 Define leaders who fit the profile for success. © Development Dimensions International, Inc., MMXIII. All rights reserved.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. Once you have determined your business drivers, you need to define what success looks like for each level of leadership. 12 #2
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.13 The four factors that will define a successful leader are: 1 Organizational knowledge 2 Experiences 3 Competencies 4 Personal attributes #2
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. Future agility is key. 14 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. #2
    • #3 15 Manage leaders in transition. © Development Dimensions International, Inc., MMXIII. All rights reserved.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.16 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. #3
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.17 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. #3
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.18 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. #3
    • #4 19 Create leadership acceleration pools. © Development Dimensions International, Inc., MMXIII. All rights reserved.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.20 #4 In an acceleration pool approach, groups of high potentials are fast-tracked to prepare them for growing leadership responsibilities.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.21 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. #4
    • #5 22 Choose the right people to move up the ladder. © Development Dimensions International, Inc., MMXIII. All rights reserved.
    • 23 Promotion decisions should be based on actual readiness to advance. © Development Dimensions International, Inc., MMXIII. All rights reserved. #5
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. Assessing readiness not only helps you make accurate placement and promotion decisions, it also pinpoints each leader’s strengths and development needs. 24 #5
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. Assessment needs to be approached differently at each level. 25 #5 Assessment by Level - 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 Individual Contributor People Leader Operational Leader Strategic Leader
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. LET’S RECAP! 26
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.27 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. Pipeline Best Practices
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.28 But wait, there’s more! Executing a pipeline strategy can be challenging. Here are a few tips to get you started.
    • TIP1 29 A leadership pipeline cannot be successful without full support and buy-in at senior levels. If they don’t buy in, who will? © Development Dimensions International, Inc., MMXIII. All rights reserved. Secure ownership at the most senior levels. (This is a necessity!)
    • TIP2 30 Ask yourself: How will your next generation of leaders perform relative to your business drivers? © Development Dimensions International, Inc., MMXIII. All rights reserved. Business drivers must be at the forefront!
    • © Development Dimensions International, Inc., MMXIII. All rights reserved.31 Leaders must be assessed and developed to perform relative to what your organization needs to do to succeed in the future!
    • TIP3 32 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. © Development Dimensions International, Inc., MMXIII. All rights reserved. Onboard new hires and new leaders effectively.
    • TIP4 33 The best have a strong track record and are supported by validated research that proves their effectiveness. © Development Dimensions International, Inc., MMXIII. All rights reserved. Use assessment and development processes that can be adapted for your organization.
    • TIP5 34 Corporate headquarters should encourage and support mentoring and coaching, while empowering regional partners to identify and employ the right tools. © Development Dimensions International, Inc., MMXIII. All rights reserved. Execute talent initiatives both globally and locally.
    • TIP6 35 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 © Development Dimensions International, Inc., MMXIII. All rights reserved. Weave in principles that ensure success.
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. There you have it! Five best practices and six tips. 36
    • © Development Dimensions International, Inc., MMXIII. All rights reserved. Ready to optimize your pipeline? 37 Pipeline experts are standing by at 800.933.4463 or info@ddiworld.com to help make you successful.