Selection decisions in our digital era need to be based as much on potential to meet the, often unknown, challenges ahead, as to fulfil current needs. When it comes to strategic leadership roles, talent shortages mean it is once again imperative to grow your own, rather than hire in.
Michelle Brown of Pinsight Inc, our partners in the US, has developed this 6 Step Strategic Leadership Process. Answering these questions will help you create a strategy for retaining and developing your talent:
Step 1: Model
Key Question: What are the most important competencies that leaders need to be successful, to be responsive and to ensure we are competitive in our market?
Step 2: Market
Key Question: How will we ensure understanding and commitment to our competency model from all levels of the organisation?
Step 3: Measure
Key Question: What tools will provide us with reliable, responsible and valid data on the strength of our leadership pipeline right now, and potential to close our gaps?
Step 4: Move
Key Question: Who should be moved to make the most of our current talent strengths; who’s ready to step up into leadership now, who can be ready soon, and which teams should be re-balanced for optimal effectiveness?
Step 5: Mature
Key Question: Which skills gaps can we close with development programs, coaching, and feedback, and which skills will need to be acquired from outside the organisation?
Step 6: Monitor
Key Question: When lining up performance outcomes and our competency model, which skills are predicting leadership success as new challenges emerge?
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Janice Caplan
© Janice Caplan 2020