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MANAGING LEADERSHIP TALENTA Matrix View Strategy Recruitment Development Retention Succession Establish Select Right Target Identify Risks and Assess Talent at Leadership Brand Candidates Development Priorities All Levels Move People into Craft Employee Acquire Best-Fit Articulate Tailor Value the Right Value Proposition Candidates Relevance Proposition Opportunities Build Leadership Effectively Build Leadership Articulate Career Actively Manage Pipeline Onboard Skills Paths Transitions Enable Strategic Build Strategic Connect Work with Develop Executive Engage in Strategy Initiatives Literacy Strategy Perspective Link Activities to Accelerate Optimize Turnover Effectively Fill Drive Application Impact Contribution Rates Strategic Roles
MANAGING LEADERSHIP TALENTKey Questions Strategy Recruitment Development Retention Succession What Kind of Who’s Right for the What Skills Do We Who Do We Most Where Are Our Best Leaders Do We Jobs? Most Need? Need to Keep? Leaders? Need? Do Leaders See the Why Would They Are We Hiring What Would Make How Can We Better Value in Work Here? Them? Them Stay? Leverage Them? Development?Where Do We Need Do Leaders Get Off How Do We Foster What Opportunities Do We Help Them Them? to a Good Start? Learning? Are Available? Succeed? What Are the Key Do They Know What Do They Grasp Key Do They Feel Their Do They See the Big Business Issues? the Strategy Is? Strategic Issues? Work Matters? Picture? How Long BeforeWhat Needles Are Are They Getting the Where Do We Need Do We Have “A” They Are Truly Up toWe Trying to Move? Right Results? to Upgrade? Talent in “A” Roles? Speed?
MANAGING LEADERSHIP TALENTHow We Add Value Strategy Recruitment Development Retention Succession Establish Select Right Curriculum Identify Risks and Assess Talent atLeadership Brand Candidates Development Priorities All Levels Move People into Craft Employee Acquire Best-Fit Positioning and Tailor Value the RightValue Proposition Candidates Internal Marketing Proposition Opportunities A Blend of Build Leadership Effectively On- Articulate Career Level-Based Development Pipeline board Paths Programs Experiences Hi-Po and Drive Business Strategy Resource Strategy Focused Action Learning Emerging Leader Strategy Centers Programs Teams Programs Application Tools Link Activities to Transition Optimize Turnover Effectively Fill and Action Impact Programs Rates Strategic Roles Planning