Yes, there are 7 principles and they are:
- Clear purpose: Be clear about the reason for and benefit you want to get from the talent pool.
- Commitment of senior team: Get the buy-in of senior managers to develop a ‘leadership culture’ in the business and a strong leadership pipeline at all levels of the organisation.
- Real leadership and development needs: Understand the essence of ‘authentic leadership’ through formal ongoing leadership development learning, and then identify key leadership development needs and priorities versus the ‘wants’.
- Map out the whole process: Develop a practical, broad-ranging experiential learning program, together with experience ‘leading’ a functional team at a senior level.
- Delegate key responsibilities to participants: Ensure they know they must take control of their career development as if it is their own ‘strategic plan’.
- Measure progress: Evaluate both performance (what is being achieved) and competencies (how it is being achieved).
- Support with the right people: Involve organisational executives so they interact periodically with the talent pool face-to-face and share leadership experiences, and an executive leadership development coach to provide a critical objective perspective.
Which do you need to work on more in your organisation?
