Building Sustainable Leadership Pipelines
sustainable leadership pipelines
Building an sustainable leadership pipeline is foundational to the sustainability of the business. Consider the following:
Does the organization have enough qualified leaders in the pipeline?
Does this Pipeline mirror talent pools and the marketplace?
Has the organization been nurturing the talent pipeline, intentionally supporting capability expansion, increasing their value contribution to the organization, maximizing their potential?
Are some areas of the organization more prepared than others?
Is there a strategic and defined plan working to address these issues?
Does the organization have enough qualified leaders in the pipeline?
Does this Pipeline mirror talent pools and the marketplace?
Has the organization been nurturing the talent pipeline, intentionally supporting capability expansion, increasing their value contribution to the organization, maximizing their potential?
Are some areas of the organization more prepared than others?
Is there a strategic and defined plan working to address these issues?
Below are examples of the services MLBC offers to assist you in building a sustainable pipeline of leaders:
Consulting Services; always customized:
- Strategy assessment
- Leadership development program assessment & recommendation blueprint
- Competency model development and/or alignment
- Talent & leadership pipeline analysis and development
- Sponsorship program strategy, design, training and implementation
- Building internal organizational capacity to develop leadership pipelines
- 360 Assessment & executive coaching
- Customized solution development
- leadership transitions; including transition strategy, process, advisory and coaching.
Certified Executive 360 Assessment & Coaching
Executive Coaching is applicable in many situations. See examples below.
All coaching is customized & structured towards accomplishing specific objectives:
- setting and accomplishing goals to support accelerated leadership development
- executive leadership transition
- identification and accomplishment of professional aspirations & goals
- leadership skill building
- role transition
- stretch assignment support; maximizing potential
- people development; team development; coaching skills
- achieving career-life integration; utilizing flexibility successfully
- managing a flexible and remote workforce