As part of your succession planning process, you have identified a core group
of "high potentials" that have the capability to be leaders in the near future
(three to five years). Now you need to figure out how to accelerate the
development of these "high potentials." What is the most effective way to do
this? At the same time, is there a way to increase the probability that this
talent won't leave the organization to pursue other opportunities?
You are the CEO. You got the job because you are bright, hardworking, a great
strategist, results-oriented, and have a broad business perspective and finance
acumen; however, your leadership impact is not where you want it to be. The
troops are misinterpreting your introverted nature as aloofness. Your hands-off
style is frustrating to many. People are telling you they are intimidated by
you. Others say you need to work on your people skills. What can you do to
address these perceptions and maximize your leadership impact? Where do you
begin?
Both of the above challenges can be addressed with EDI's Executive
Assessment and Coaching for Leadership Development solution.
The Executive Assessment for Leadership Development is
a behavior-based, conversational interview. The purpose of this assessment is
to facilitate development and to enhance the effectiveness of an executive or
"high potential" as a performer, manager, coach, leader, and influencer by
identifying strengths and areas for development in the following areas:
Problem-Solving Skills; Personality Management Skills; Interpersonal Management
and Communication Skills; Business and Work Management Skills; and People
Management and Leadership Skills.
This solution also involves ongoing, collaborative, one-on-one coaching with a
personal EDI Coach. The purpose of this ongoing coaching is to facilitate an
executive's (and his/her team and organization's) development and to achieve
pre-defined business results. The coaching process applies a variety of
practices, including problem solving, feedback from an Executive Assessment
and "360-degree" (i.e., multi-rater feedback) sources, dialogue with other
executives, as well as other leadership tools. The process is semi-structured
and yields a customized, comprehensive Action Plan for Development
that delineates resource requirements, in addition to agreed-upon commitments
and time frames to build in accountability. This process has many applications,
including:
-
For high-level executives who have a few "rough edges" (e.g., below average
communication skills, motivational skills, teambuilding skills, coaching
skills, etc.) that they need to smooth out in order to maximize their
effectiveness
-
For "high-potential" employees who need to be systematically groomed for
greater leadership responsibility
-
As an intervention for someone who may have great technical skills, but is
lacking in other areas (e.g., people skills, political astuteness, managerial
skills, etc.) to the point where he/she is on the verge of "derailing"
Benefits and Outcomes:
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Enhancing the effectiveness of an executive as a performer, team member,
manager, leader, coach, and influencer
-
Providing personalized feedback and development to an executive vis a vis the
organization's Talent Management Plan
-
Identifying, developing, and retaining "high-potential" corporate talent to
build organization "bench strength"
-
Building the organization's talent pool
-
Staffing to meet current and future business challenges
-
Increasing motivation, loyalty, and performance among "high potentials" and
"high performers," as they see that the company is willing to invest in them
-
Maximizing the effectiveness of an executive who simply needs to "smooth out a
few rough edges"
-
Grooming "high-potential" employees for broader leadership responsibility
-
Preventing valued employees from "derailing" by developing critical skill sets
such as political astuteness, social versatility, and influence and persuasion
-
Broadening those who have great technical skills but may be lacking in other
areas (e.g., financial acumen, management/leadership skills, social
versatility)
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Providing objective insight on leadership impact through multi-method,
multi-trait processes
-
Creating and implementing a structured Action Plan
to focus development efforts and improve performance
-
Providing objective insight from EDI's optional perceptionplus360™
multi-rater (including direct reports, peers, managers, and customers) feedback
survey
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Ongoing coaching from an expert, personal EDI Coach who is familiar with the
unique business context and organization culture
-
Ongoing support from a personal EDI Coach to enhance follow-through and
accountability
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Lower turnover/attrition and higher retention of key executives/employees
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