Developing High-Potential Employees and Grooming Them for Future Leadership Positions
The race for talent has been underway for some time now. For years we've heard that Baby Boomers would be retiring in record numbers, and there would not be enough qualified employees to take their place. With low unemployment rates and everyone competing for talent, determining who will lead is even more critical. According to the the November-December 2017 Harvard Business Review article “Turning Potential into Success: The Missing Link in Leadership Development,” 66 percent of companies invest in programs designed to identify and develop high-potential employees, but only 24 percent of the executives in those organizations feel the programs are successful. The article doesn't address the number of companies that do not have such programs, leaving the talent on the table. Don't get left behind in the talent war. Create a plan today that lasts into many more tomorrows.
Learning Objectives:
- Measure what your company is currently doing to develop future leaders, and determine how at-risk your organization is regarding a leadership gap.
- Identify strategies for recognizing talent from within your organization.
- Build a case internally for the need to develop future leaders.
- Employ effective strategies for identifying and developing future leaders.
Suzanne Ness
Suzanne is the President and Co-founder of Forward Effect Coaching, and a nationally recognized Trainer, Speaker, and Coach. She has led sessions in a variety of organizations throughout North America. As an ICF certified coach with a Master’s Degree in Organizational Management, she continues to train, coach, and empower workforces and organizations, specializing in all aspects of communication, leadership development and team building. She currently serves as a representative in the IL General Assembly. She is married, has 3 adult children and a granddaughter, and lives in Crystal Lake IL.