Effective Ways of Building Your Leadership Pipeline
A Leadership Pipeline That Prepares Your Company for the Future
Nobody at the helm of a company likes to anticipate the day when they may no longer be the right person to lead the organization. Preparing for that inevitability is one of the key responsibilities of leadership, though. A leadership pipeline ensures that the company thrives, even if a few key leaders are replaced.
There are some strategies you can put in place to help your company enjoy a seamless transition as new leaders take their positions over time:
Choose leaders because they are good leaders, not just because they have put in the time. Tenure and other non-related factors like non-managerial performance are often the only determinants for promotion, but they don’t necessarily have bearing on the success of an individual in a management role. Instead, use a behavioral assessment to identify the strongest leadership traits in your current leaders, and then use assessments to identify those traits in other employees, too.
Initiate broad leadership programs. It’s sometimes easier to identify leaders once they’ve been in a leadership development program, but how do you know which employees should be enrolled in such an initiative? It may be helpful to implement a program that includes a broader group of employees and use it to identify leaders that you may have otherwise overlooked.
Measure growth and development: No matter what program is designed to fill your leadership pipeline, you should be measuring the growth of those involved. For instance, if you are cultivating an employee for the C-suite, you’ll need to give them plenty of opportunities to engage in presentations and other public speaking situations. Measure their progress, get feedback from those participating and talk with other employees that they collaborated with and see how their skills develop over time.
Encourage continual leadership pipeline development: It’s easy to get busy with the daily business of running a company and forget to keep developing your pipeline. Keep in mind, though, that your employees are not losing track of the last time you met with them to talk over their professional development. If they feel stagnated, they may start to wonder about their future with the company.
Keep employees’ development a priority. Even your most seasoned leaders will benefit from additional experiences and education, so invest in employees at every level to help them keep developing as leaders.
Want to learn more about building a strong leadership pipeline? Talk with PI Consulting Group. We can help you identify the traits that indicate leadership in your industry and organization as part of a comprehensive talent management strategy. We look forward to talking with you more!