Developing Tomorrows Leaders – Is Your Organization Ready?

An organization’s management team plays a crucial part  in creating a competitive advantage. This is because a manager’s role is to make strategic decisions to ensure that the company operates effectively and that they provide value in today’s highly competitive market. That is why organizations need to invest time and resources into succession management. Succession management entails continuously training and mentoring staff so that they are ready and able to step into management positions when they become available. Succession management is a continuous process of identifying employees that have the potential to be leaders and training/coaching them to become leaders.

I recently read an article that was published by The Society for Human Resources Management (SHRM) titled Developing Leadership Talent by David Day PhD. The article talked an interesting way to develop staff for management. To effectively use this method, managers should evaluate their employees and separate them into one of the the nine categories. There are nine categories because the author realizes that not everyone has the same potential (or desire) for management. After it is determined where an employee is, then the manager can train them for the next level in management and leadership. The nine stages and a brief description of what managers should do for employees in each stage are provided below:

    • High – start accelerating these individual’s development
    • Medium – challenge these  staff members by providing rewards/opportunities
    • Low – provide coaching and intervention (it might also be advantageous to change their supervisor or job)
    • High – foster these employee’s growth and potential
    • Medium – individuals in this category may need more rewards/engagement/motivation
    • Low – consider coaching or corrective action
    • High – put them in positions where they can develop others
    • Medium – motivate or focus
    • Low – counsel or terminate


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