3. To Support Specific Development Needs
• Need to develop specific capabilities for future roles
• Considered a potential future leader – needs to build experience and skills
for leading
• Behaviour change – strengths now weaknesses
• Rapidly promoted – development gaps recognised and these gaps will
effect future potential
• Need to develop leadership skills
• Appraisal or 360 assessment indicates need to address interpersonal skills
4. To Develop Talent
• Individual is important to achievement of strategic initiatives
• Individual faces high resistance and risk of derailment
• Support for future leaders or senior executive
• There is talent shortage in particular areas
• Individual is involved in critical organisation project
• Individual is identified as a major value creator – like business planning or
strategy
• Individual is a must have resource for organisational initiatives
• Developing the skills of ‘valuable’ technical experts
5. To Support Significant Change
• Taking on a turnaround or change initiative
• Facing difficult business issues
• Increase in complexity of the role
• Movement into a new role that requires different skills and need
development quickly
• Support to expatriates adjusting to new culture
• New to high risk project/role
