Planning ahead when identifying and developing new leaders makes it possible to achieve an expected outcome in transitional times. The quality of any organization's output is directly related to the quality of its leadership.

1. Cultivating
Organizational
Leaders

2. UNDERSTANDING
SUCCESSION PLANNING

3. Planning ahead when identifying and
developing new leaders makes it possible
to achieve an expected outcome in
transitional times.
The quality of any organization’s output
is directly related to the quality of its
leadership.
WHY SUCCESSION PLANNING?
WHY NOW?

4. WHAT MAKES A
GREAT LEADER?
To answer this question, highlight your
organization’s great leaders of the past
and present. Considering that the output
of an organization is directly related to
the quality of leadership, great leaders
can be identified through key performance
indicators across the organization.

5. ESTABLISH LEADERSHIP PROFILES
AND GAIN EXECUTIVE BUY-IN

6. The principles or standards that influence the thoughts and
behaviors of an individual and organization.
The skills, thoughts, behaviors, and actions that individual leaders
need in order to do their job effectively.
VALUES
LEADERSHIP COMPETENCIES

7. Succession planning starts at the top of an
organization and works its way down.
Use your organization’s values and
competency framework as a guideline for
leadership development, performance evaluations,
and in the selection of key successors.
USE VALUES AND
COMPETENCIES AS
A FRAMEWORK

8. THE LEADERSHIP JOURNEY

9. It’s important to start early and establish a leadership
journey for your organization, from individual contributors,
to the executive team.
START EARLY AND CREATE
A CLEAR GROWTH PATH
A critical step is to identify and develop high-potential
employees, as they must see that they have a future
in leadership and that there is a clear career
growth path.

10. who have been seeking new employment believe their
job does not make good use of their skills and abilities.
Moreover, surveyed employees who are planning to
switch companies cited the lack of career progress (37
percent) and challenge in their jobs (27 percent) as the
two top factors influencing their career decisions.1
A majority (42 %)
of respondents
WHAT HAPPENS WHEN EMPLOYEES
DON'T HAVE A CLEAR CAREER
GROWTH PATH?

11. The leadership journey should actively involve
leaders at all levels in order to support
organizational development initiatives.
Leaders across the organization need to support
the initiative by mentoring, coaching, and
providing on-the-job support.
INVOLVE LEADERSHIP AT ALL LEVELS

12. To maintain, or shift, your current culture,
it’s important to consider if successors
have values and leadership styles that
will align with and support your desired
company culture.
Cultural fit assessments aligned
with leadership development
assessments help provide insight.
CONSIDER
CULTURAL FIT

13. When evaluating the ROI of succession
planning initiatives, the focus should be
on the outcome or benefit of preparing
and planning for future leadership.
The goal of leadership development
should always be to maximize the
potential outcomes.
MEASURING AND MAXIMIZING
YOUR DEVELOPMENT INVESTMENT
A review of various bench-
marks suggests that the cost
of replacing an employee
lies somewhere
between 25-200%
of the leaver's salary.1

14. Transitioning a new leader is easier when
you develop leaders from within, as they
know more about the inner workings of
your organization and the people, and are
in tune with the company culture and goals.
BENEFITS OF HIRING
FROM WITHIN

15. BUSINESS BENEFITS
OF LEADERSHIP
DEVELOPMENT
Leadership development
programs encourage and support
employee growth.
These programs address skills
that individuals should have at
various stages, whether they’re
individual contributors, first-time
leaders, or experienced executives.
of the surveyed Millennials
chose “promotion/job
advancement” as one
of their top three
retention initiatives.2
47%

16. WHAT TODAY’S
LEADERS MUST DO

17. Leading by example helps demonstrate
what leadership is expecting and
ensures that programs are effective
and authentic in promoting these
characteristics.
LEAD WITH
AUTHENTICITY
AND CORE VALUES

18. Leveraging successful leadership, from
the past and present, ensures that
programs are designed to maximize
future organizational success.

19. As you develop successors, you should have a clear transition
plan and feedback loop. Gathering feedback helps you identify
gaps and assess a candidate’s readiness.
IMPLEMENT
A CLEAR
TRANSITION PLAN
AND FEEDBACK LOOP

20. WHAT’S NEXT?

21. Effective leadership development
requires a plan and structure.
Define the timeline of the transition,
create milestones to keep the plan on
track, and work to identify and
address gaps.
EFFECTIVE LEADERSHIP
DEVELOPMENT
REQUIRES
STRUCTURE

22. Working with a trusted
provider, like Eagle's Flight,
enables your leadership
team to focus on its work
while your partner provides
appropriate consultation
and training to develop your
current and future leaders.
PARTNER WITH AN
ORGANIZATION
THAT SPECIALIZES IN
DEVELOPMENT
AND RETENTION

23. Download Now
Want to learn more about
successful succession planning?
Download the Executive's Guide to
Succession Planning and Building
Your Leadership Pipeline.
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Sources
1. https://dupress.deloitte.com/dup-us-en/topics/talent/talent-2020-surveying-the-talent-paradox-from-the-employee-perspective.html?id=us:el:dc:redirect
2. https://dupress.deloitte.com/dup-us-en/topics/talent/talent-2020-surveying-the-talent-paradox-from-the-employee-perspective.html?id=us:el:dc:redirect