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equipping future leaders
agile leader development
THE OPPORTUNITY
A leading environmental services company was facing a looming gap in their leadership pool. Demographic factors like a relatively small number of Generation X leaders, lots of Baby Boomers nearing retirement, and large but untested Millennial and GenZ populations were setting up a perfect storm of leader shortfall for the business. The organization recognized that to close the gap, they would need to identify future leaders earlier in their careers and deploy a multi-lever development strategy to ensure their readiness to lead the organization to sustained growth.
OUR APPROAch
With the objective to build a robust pipeline of future enterprise leaders with the skills, behaviors and potential to ensure the sustained growth of the organization, we deployed these development levers:
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Identified Candidates: Future Leader participants were selected based on talent reviews showing them to be top performers with strong leadership potential and the capacity to move at highest velocity (level, scope), and represented a diverse mix of rising leaders.
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Built Insights to Focus Actions: Participants completed a series of assessments to provide a holistic view of their current strengths and areas for development. These included career conversations, personality assessment, 360 survey, and work style inventory. Feedback sessions provided rich fodder for insight building and action planning to focus development.
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Prioritized Opportunities for Shared Learning, Collaboration and Support: Series of in-residence immersive cohort learning sessions, paced over 12 months, with group practicum project focused on a pressing business challenge, market immersion using customer panels, external thought leaders, and company senior executives, all supported by individual and group coaching.
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Accelerated Mobility: Fast-tracked placement of program participants to a series of challenging and diverse jobs and assignments to build perspective and breadth.
THE IMPACT
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Organization Impact
A progressively deeper and more robust pipeline of successors made possible by having a repeatable, valid way to identify, develop and track career progression of future leaders earlier in career.
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Individual Impact
Program participant response has been overwhelmingly favorable, with high satisfaction scores across program elements and early indicators of higher engagement and retention rates.