FUTURE TALENT MANAGEMENT

What is your strategy for developing future leaders in your organization?  How effective is your current program? 

HR Daily Advisor Contributing Editor Lin Grensing-Pophal wrote, “Companies that fail to adequately plan for future leadership position openings can find themselves in an unexpected crisis. Hiring externally is always an option, but the ability to promote from within brings the obvious advantage of leaders who have a history with the organization and understand the key responsibilities and functions of different roles within the company.”

In this episode, Chuck will share some important principles and practices for identifying future leaders within your organization and equipping them for professional growth. 

Additional Leadership resources are available at www.chuckcarringer.com.

 

Chuck defines Future Talent Management as “identifying and developing potential future team and organizational leaders.”

  1. The Case for Investing in the Development of Potential Future Leaders

Benefits of Developing Future Leaders

  • Aids in succession planning
  • Prepares for unexpected transitions
  • Grooms future leaders for professional success
  • Communicates that advancement is possible
  1. Identifying Potential Future Leaders        

How to build a strong bench?

  • Current supervisors and managers can play a key role
  • Each manager should add candidates into a central database at least annually
  • Allow employees to self-identify themselves as someone who is interested in future leadership opportunities

What characteristics are we looking for?

  • A high level of integrity
  • A person of influence among peers and even with their supervisors
  • Alignment with organizational values is essential.
  • Obvious drive & passion

Two Critical Cautions:

  • Don’t be quick to eliminate someone just because they don’t have every aspect on our list. We need to allow time and opportunities to develop.
  • Respect variety in leadership styles.
  1. How will we go about developing future leaders?

  • Provide opportunities to lead
  • Bring potential candidates with you to leadership meetings.
  • Ask current leaders to mentor at least one person annually.
  • Train managers to be coaching leaders.
  • Utilize a coach to accelerate the growth of up-and-coming leaders.

Two Importaint Reminders: 

  • The best development programs are intentional and focused.
  • They also have an individualized component that treats candidates as unique individuals.

“Leaders aren’t born, they are made. And they are made just like anything else – through hard work. And that’s the price we’ll have to pay to achieve that goal, or any goal.”  – Vince Lombardi

 

Next Episode:  How to Create and Maintain a Healthy Workplace Culture

 

 

 

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