Leadership Development
Organizations depend upon competent leadership to navigate through the unparalleled changes in the world today. Recent CEO surveys and leadership research indicate that there is one factor that will determine the fate of an organization …. the quality of leadership talent. An organization cannot adapt to change, innovate or implement a strategic plan without strong, competent leaders in place, “ready” to step into the leadership role or the “high potential” talent pipeline.
LEADERSHIP DEFINED
Robert Hogan states: “Defining leadership as the ability to build and maintain high-performing teams allows companies to identify good leadership, avoid destructive leaders, focus development, boost engagement, and improve performance. When good leadership exists, organizations and individuals prosper.”
DOES LEADERSHIP MATTER IN YOUR ORGANIZATION? Do you have the tools and processes in place to identify leaders and provide them with development and coaching to take them to the next level? Check our customizable, Leadership Development Programs designed to ensure your leaders have the skills they need to succeed.
WHAT DOES ORGANIZATIONAL SUCCESS LOOK LIKE?
Organizational success will depend on communicating a clear vision and strategy, creating a purposeful culture, growing extraordinary leaders and engaging the hearts and minds of employees in delivering “above and beyond” results.
PMP’s approach to helping clients close the performance gap is based on the belief that effective leaders will:
- Develop a talent management strategy including a talent pipeline to hire, promote and develop employees for “fit” with position and culture and manage up and out when necessary. Talent is the only sustainable competitive advantage.
- Communicate their values and vision to inspire commitment and engagement. People make commitments to causes they value and to the people they respect and trust.
- Develop followers by connecting personally one by one. Management is a contact sport where each interaction enables change or derails it.
- Continue to develop a deeper self awareness and emotional maturity. They work on managing themselves to achieve their full potential and value feedback.
- Build and maintain teams that win championships year after year.
- Identify “high potentials” based on aspiration, leadership behavior, and engagement, not just on ability. The highest achieving employees do not always make the best managers.
- Identify pivotal roles, key positions and leadership roles that require a ready pipeline of talent. These roles are key to organizational success and require knowledge transfer and development. You can’t wait until the “worst” happens to think about succession.