As I have met with executives from global companies, the importance of leadership programs is apparent:
Strategy: Global Leadership Development must be a part of the business strategy, as well as owned by the executives.
Identification: Previous performance is the best predictor of future leadership potential.
Employee Retention: For companies addressing high potential retention, they need to understand that employees take a long-term “What’s In It For Me” approach. Employees work for managers, not the company. Ironically, the market rewards transient workers.
Job Rotation: Newer generations want exposure and experience over money, requiring a company to increase the mobility of resources in order to build our pipeline of leaders.
Effective coaching: Requires confidence and trust between two people. The best sessions are the ones that make the participant reflect through a thought-provoking process.
These principles were highlighted by a financial services CEO, who told me a few years ago that he manages ten direct reports, so it is critical that he choose the right ten as they are cascading the key messages: goals, results, and feedback.
What is the burning platform for your leadership development program?
