News & Publications: Building a Culture of Leadership Talent

News & Publications

Building a Culture of Leadership Talent

Building the leadership talent channel and planning for succession is critical for competitiveness, core competency and organizational excellence. Companies need talented people with the global mindset, competencies and commitment to execute strategy both today and in an increasingly unknown future.

Individualized leadership development is challenging and experiential. It broadens skills, builds expertise and provides an opportunity to work in other locations and cultures. It tests judgment, gives autonomy and promotes visibility.

The goal is to grow a culture of leadership development with the right learning and practice. This can include a range of approaches:

accelerating development for a high performer
providing the support needed to help a successor make a transition
giving seasoned executives new learning to remain current
ensuring that emerging talent is given the right leadership education from a leading firm

7 Steps for Growing A Culture of Leadership Talent
Step 1
Commit Responsibility starts with the CEO and top executives and transfers to managers at all levels.

Step 2
Identify Use reliable, valid competencies and criteria to identify and source high-performance and high-potential candidates for the talent pool. Validate nominations across the organization.

Step 3
Assess Know the people that make up the talent pool in terms of their strengths, potential, personality derailers, and drivers, plus how these may meet future needs.

Step 4
Develop Provide the right development, assignments, learning experiences, coaching, and feedback to assist the individuals in the talent pool to work toward an enhanced capability. Be forthcoming and transparent.

Step 5
Forecast Keep the future in mind in terms of business needs, shifts in regional market share, individual potential and development, and demographic and social changes.

Step 6
Execute Action is needed, with discipline and focus, to produce ongoing results.

Step 7
Track

Monitor, measure, and reality-check to ensure that the processes continue to product a sustainable leadership pool.

Step 1 Commit	Responsibility starts with the CEO and top executives and transfers to managers at all levels.
Step 2 Identify	Use reliable, valid competencies and criteria to identify and source high-performance and high-potential candidates for the talent pool. Validate nominations across the organization.
Step 3 Assess	Know the people that make up the talent pool in terms of their strengths, potential, personality derailers, and drivers, plus how these may meet future needs.
Step 4 Develop	Provide the right development, assignments, learning experiences, coaching, and feedback to assist the individuals in the talent pool to work toward an enhanced capability. Be forthcoming and transparent.
Step 5 Forecast	Keep the future in mind in terms of business needs, shifts in regional market share, individual potential and development, and demographic and social changes.
Step 6 Execute	Action is needed, with discipline and focus, to produce ongoing results.
Step 7 Track	Monitor, measure, and reality-check to ensure that the processes continue to product a sustainable leadership pool.

Meristem Consulting, Inc.

News & Publications

Building a Culture of Leadership Talent