Guidebook to optimizing your leadership pipeline

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Guidebook to optimizing your leadership pipeline

Guidebook to optimizing your leadership pipeline

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  • 1. Guidebook : Optimizing Your Leadership Pipeline 1 © 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? 2 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 3. No matter which future course you plot, success will rely on flawless execution. 3 © 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. 4 © 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. 5 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 7. Sounds complicated. Right? Here are five best practices to get you started. 7 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 8. #1 Begin with where your business is going. 8 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 9. #1 Recognize your current and future business drivers and design talent strategies accordingly. 9 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 10. #1 Don’t forget to scan the external environment for volatility, uncertainty, complexity, and ambiguity—and map your talent strategy accordingly! 10 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 11. #2 Define leaders who fit the profile for success. 11 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 12. #2 Once you have determined your business drivers, you need to define what success looks like for each level of leadership. 12 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 13. #2 The four factors that will define a successful leader are: 1 Organizational knowledge 2 Experiences 3 Competencies 4 Personal attributes 13 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 15. #3 Manage leaders in transition. 15 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 19. #4 Create leadership acceleration pools. 19 © 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. 20 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 22. #5 Choose the right people to move up the ladder. 22 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 23. #5 Promotion decisions should be based on actual readiness to advance. 23 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 25. #5 Assessment needs to be approached differently at each level. Assessment by Level Individual Contributor - People Leader Internet-delivery Shorter, more scalable experiences Screen-in/Screen-out decision points Level-specific feedback and development Usually based on specific skills/competencies - 25 Operational Leader Strategic Leader 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 26. LET’S RECAP! 26 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © 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. 28 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © 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! 31 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 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 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 36. There you have it! Five best practices and six tips. 36 © Development Dimensions International, Inc., MMXIII. All rights reserved.
  • 37. Ready to optimize your pipeline? Pipeline experts are standing by at 800.933.4463 or info@ddiworld.com to help make you successful. 37 © Development Dimensions International, Inc., MMXIII. All rights reserved.