Leadership Development comprises two essential halves which need to knit closely together.
Firstly, succession planning. Creating effective organisation structures and developing the organisation’s ability to learn and grow through strong L&D and OD policies and practices.
Secondly, development of the individual. Leadership programmes combining external study and internal programs complemented and guided by Executive Coaching will ensure that your talent will be able to drive your organisation forward both today and tomorrow.
Succession planning should apply to everyone in the organisation, from MD/CEO down to operatives with specific skills. It should be the number one most important topic at you Senior Team meetings across the year. Your board should regularly discuss Talent Lists (Rising Stars, Skill gaps, Flight risks) and you should regularly review you Organisational Structure to reflect business immediate and future need as well as individual aspirations.
To paraphrase Peter Senge slightly, in the long run there is nothing more important to the success of a Company than its ability to learn. L&D should be central to everything an organisation does, driven by employees and their appetite for self-development and growth.
Talent Management needs specialist resource, but it can’t be thought of as a bolt on HR function. It must be central to Leadership Thinking.
Call me on 07730 700258 if you would like discuss how to turn Talent Management into to an organisational strength.