What do you do if your organization lacks a pipeline of future leaders?

The question is , how do you know you are lacking leaders? Most organizations have no idea the gold they have hidden in their own backyard. The next question is, what type of assessment is the organization using to assess the internal talent. A hint - you need to move the internal candidates outside of their current role/mindset and into the new role. The greatest chance for success in identifying this future leader is to see them in the role ( in action) - simulations - as if they are in the role today. After 22 years and close to 5000 assessments- we have seen the power of simulations.

Lead and define (together with the C-level colleagues) a leader pipeline strategy oriented to achieve long-term goals. Produce a plan to implement the strategy and invite an external advisor to ensure success. The execution could be piloted in specific areas, with the following improvements, and then implemented in the rest of the company. #leader #leadpipeline #collabsRetentionStrategy #businesscapabilities

succession planning is vital to build a sustainable talent pipeline. It ensures organizational resilience and competitiveness in the long term. How we can do it, involves a systematic approach to identify key roles, assess potential successors, develop talent, and create a framework for smooth leadership transitions.

One of the ways that an organization can obtain and retain a pipeline of further leaders is by identifying a strategy that will continue to keep them engaged. These strategies can include opportunities for leadership development using either internal or external programs and offering opportunities to up skill themselves. Another way is to ensure the colleague feels there is a sense of inclusion and belonging embedded in the culture of the organization so they feel psychological safe to bring innovative solutions to leadership. The ability to bring up innovative solutions that might be against the status quo and feeling safe to do so will ensure future leaders continue to be engaged.

My thoughts exactly, and I would build and start growing benchmarks and internal development processes and measurements to obtain a viable and reliable leadership that has a true business acumen plan AND a strategy plan for setting a succession plan that will continue to build,grow, keep, sustain and develop NEW leadership potential for a solid LEAD ONTO …..

As a systems thinker, recognize the internal structures (processes, principles, paradigms) that brought us to this point. It may be something we created or didn’t create. Ex: Only hire with 5+ yrs experience; manage our reputation “on the street.” Recalibrate our organization, holding in the frame emerging trends and important uncertainties addressed with scenarios. Engage recruiters who have a different network, perspective, and a bias for collaboration. Establish internships with high schools and colleges. Common sinkholes are posting-and-praying and fishing-the-ocean. Locate specific potential employees, meet them on their turf, speak their language. Revise welcome and on-boarding processes. Create and adjust to thrive.