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Leadership Development

Effective leadership development enables companies to react quickly to change and endure difficult times.  Without development plans and, more importantly, without the execution of such plans, companies are unable to prepare talent for future leadership positions, the bench strength of an organization becomes weak and leadership pipelines are truncated.

Leadership development is an ongoing, systematic process that:

  • Identifies key leadership competencies, business skills and business processes for all leaders in the organization;
  • Applies these competencies, skills and processes to each level of the organization (from first-line management to top executives);
  • Assesses the current level of competencies, skills and process knowledge in all leaders on a regular basis through the performance management process;
  • Selects key candidates for new leadership positions through performance management, succession management, executive assessment and a variety of executive-led processes;
  • Delivers a set of learning and development solutions (including blended learning, coaching, job rotation and stretch assignments), which meet the needs of the established competencies and leadership needs;
  • Tracks and monitors the progress of all leaders to ensure compliance, completion, goal attainment and progress through the leadership development process;
  • Measures the impact of such programs by assessing learner satisfaction, skills development and program metrics to give feedback on the programs themselves, progress by leaders and content effectiveness;
  • Integrates with other talent management processes (such as workforce planning and succession management) to make sure that the leadership development process supports broader talent management initiatives;
  • Communicates clearly to the organization what is expected of management and leaders, the values of the enterprise, and the important role that leaders play in the organization.