Effective Strategies for Building a Leadership Pipeline
Your Leadership Pipeline Requires a Unified Approach
Many companies ignore the building of a leadership pipeline, forcing them to continually put out fires, rather than use a strategy that keeps high-quality employees focused on the next step. A survey by Deloitte included executives at 7,000 companies, and 89 percent said that strengthening their leadership pipeline was an urgent concern.
For many companies, leadership development is a challenge that doesn’t get enough attention. Here are a few ways that companies successfully build a leadership pipeline and prevent a continual mode of crisis management:
Start with culture. Companies that do well in building a strong leadership pipeline often find that it flows easily from a robust focus on the company culture. Develop who you are as a company, and you’ll inspire passion in your employees that are leadership-oriented. Building your company identity through culture includes a lot of benefits, and leadership development is just one of them.
Add in some networking and risk-taking. Encourage employees to reach out to one another, provide networking opportunities and include networking as a part of your employee development plans. Who is your employee talking to, and what are they learning from those interactions? You can also encourage risk-taking by empowering your employees to make decisions that put their powers of analysis and commitment to the test.
Expose your employees to people and experiences. An employee huddled in a cubicle day after day may do their job well, but they aren’t as likely to see themselves as a leader unless you have them out meeting experts and experiencing other aspects of the industry that they may someday impact. Expose them to new ideas that get their wheels turning and you’ll see some new enthusiasm from employees destined for bigger roles in the company.
Encourage the sharing of knowledge. Make sure you’re promoting a culture where learning is an ongoing state of being. Be a listening culture, too, where new ideas and feedback are greeted with excitement. Seasoned employees should be mentoring more novice staff members with the framework that the sharing of knowledge is part of the relationship.
Make sure you know what your ideal leader looks like. With a behavioral assessment, you can evaluate your most effective leaders and develop a template for the traits and qualities you’re looking for in your leadership pipeline. A behavioral assessment helps you align employees for their ideal role and prevents an ill fit at any level of your organization.
Make an appointment with PI Consulting Group to find out more about how behavioral assessment can help shape your leadership pipeline and, more comprehensively, your talent management strategy. We look forward to talking with you about how to take your business to the next level.