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How can you inspire customers to invest in leadership development and succession planning?

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Leadership development and succession planning are crucial for any organization that wants to thrive in a competitive and dynamic market. They help to cultivate the potential of current and future leaders, align their goals with the organizational vision, and ensure continuity and resilience in times of change. However, not all customers may be aware of the benefits and value of investing in these processes, or they may face some challenges or barriers that prevent them from doing so. How can you inspire customers to invest in leadership development and succession planning? Here are some tips and strategies that you can use to persuade and support them.

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Brittany Wilson

Organizational Culture | Career Advisor & Coach | Organizational Development

1 Identify their needs and goals

The first step to inspire customers is to understand their needs and goals, both at the individual and organizational level. You can do this by asking open-ended questions, listening actively, and conducting a thorough assessment of their current situation, challenges, and opportunities. By identifying their needs and goals, you can tailor your solutions and recommendations to address their specific pain points, gaps, and aspirations. You can also demonstrate how leadership development and succession planning can help them achieve their desired outcomes and improve their performance and satisfaction.

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Brion Carroll, PhD

Licensed Private Practice Psychologist & Organizational Improvement Consultant providing virtual & in-person appointments.
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Start by demonstrating how leadership development can foster a culture of high performance and adaptability, and how succession planning ensures business stability and strategic direction during transitions, can be compelling. Promote success stories and provide data-driven evidence of improved organizational outcomes, such as increased employee engagement, better decision-making, and enhanced ability to navigate market changes, you can make a persuasive case. Make sure to offer tailored solutions that align with the customer's unique business challenges and goals, coupled with flexible, scalable program options to further motivate investment by showing a clear path to value creation and return on investment.

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Brittany Wilson

Organizational Culture | Career Advisor & Coach | Organizational Development
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It's imperative you understand what matters most to that business. What are their biggest focus areas this year? What is their strategy to address these areas? Then, based on the answers, look to see how exactly leadership plays a quantifiable role in the answers.

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2 Show them the benefits and value

The next step is to show customers the benefits and value of investing in leadership development and succession planning. You can do this by providing relevant examples, case studies, testimonials, or data that illustrate how these processes have helped other organizations or individuals in similar situations or industries. You can also highlight the positive impact of leadership development and succession planning on various aspects of the organization, such as employee engagement, retention, productivity, innovation, customer satisfaction, and reputation. By showing them the benefits and value, you can appeal to their emotions and logic, and convince them that investing in these processes is worth their time, money, and effort.

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Liliana Chan Ventura, MBA

Luminous career fulfillment and growth strategist helping high performance teams and high potential professionals thrive in work-life integration
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Bring relevant data and visualizations from a pilot in their organization or a similar company. Compare and contrast what the job satisfaction, overall retention, team productivity, anxiety branding reputation rates are without and with a solid leadership development and succesion planning in place. Help clients arrive at the conclusion with concrete decision-enhancing information by showing them the bigger picture not simply telling them what they ought to do. However much this new initiative may cost to roll out to enterprise, it is even more expensive and detrimental not to take any action to help leaders acquire the skills that will foster trust and talent, and motivate employees to follow them willingly toward a common objective.

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3 Address their objections and concerns

The third step is to address any objections or concerns that customers may have about investing in leadership development and succession planning. Acknowledge their perspectives, empathize with their feelings, and provide factual and constructive responses to counter their arguments or doubts. Common objections or concerns include not having enough budget or resources, time or capacity, immediate results, or buy-in or support from stakeholders or leaders. You can show customers how to overcome these challenges by offering flexible or affordable options, providing guidance on how to plan, execute, and evaluate these processes, measuring and reporting on the short-term and long-term outcomes and indicators of these processes, and involving and engaging their stakeholders or leaders. Addressing their objections or concerns will build trust and rapport with them, demonstrating your commitment to helping them succeed.

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Brittany Wilson

Organizational Culture | Career Advisor & Coach | Organizational Development
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Inspiring customers to invest in leadership development means you have to convince them to change their previous tactics. When there's change, there's the change curve: forming, storming, norming, and performing. In the forming and storming phases, they're still learning about their needs and challenging the change. This is natural and will happen in any change, so provide them space to form and storm by answering their questions and addressing their concerns.

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4 Offer them incentives and support

The final step is to offer customers incentives and support that motivate them to invest in leadership development and succession planning. You can do this by creating a sense of urgency, scarcity, or exclusivity, such as through discounts, bonuses, or rewards for signing up or referring others; limited-time offers or deadlines for making a decision; and access to exclusive or premium features. Additionally, you can provide ongoing support and follow-up that ensures their satisfaction and retention, like feedback, coaching, or mentoring on their progress; regular check-ins and addressing any issues; and celebrating their achievements. With these incentives and support, you can create a positive and lasting impression on them that will inspire them to invest in leadership development and succession planning.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you inspire customers to invest in leadership development and succession planning?

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2

3

4

5

1 Identify their needs and goals

2 Show them the benefits and value

3 Address their objections and concerns

4 Offer them incentives and support

5 Here’s what else to consider

Career Development

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How can you inspire customers to invest in leadership development and succession planning?

1

2

3

4

5

1 Identify their needs and goals

2 Show them the benefits and value

3 Address their objections and concerns

4 Offer them incentives and support

5 Here’s what else to consider

Career Development

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