Gap Poses Biggest Talent Crisis, Executives Say
A gap in the
leadership pipeline, not the pending retirement of key
workers, is a leading challenge for organizations,
according to a 12-month survey of 700 U.S. organizations.
significant gaps in the leadership pipeline
Just over 80
percent said leadership development is the talent
management process most needing
percent said talent management strategy is the
responsibility of groups other than HR, such as the CEO,
top management, and/or line-of-business executives.
state that clearly, the issue that emerges from the study
is that organizations are realizing the urgency of
treating talent as a corporate asset and managers are
beginning to act on it.
The need for a
systematic approach to leadership development including
identifying, developing, measuring and motivating an
organization’s leaders has become a high priority at
senior levels throughout the organization.
the following action step:
talent-driven programs. Savvy organizations
design leadership development programs to target different
levels and to keep their pipeline filled, according to the
Leadership development best practices
maintained strong executive engagement, defined tailored leadership
competencies, was aligned with the business strategy, targeted all
levels of leadership, applied comprehensive learning approaches and
integrated with talent management, according to the research.
demands on your leaders continue to increase. The bar is
going up … what are your plans to deal with these
Network's service is directed at proactively equipping leadership
teams for the challenges they face by challenging each other to keep
raising the bar, increasing the level of trust and transparency,
encouraging fresh perspectives, breakthrough ideas and innovative
solutions, demonstrating a bias for strategic change, reawakening
creativity, developing a shared sense of urgency, enhancing the
team’s level of cohesion and collaboration along with creating a
forum for validating decisions.
team will show demonstrable progress in their leadership and
and execute development plans that support organizational objectives
and address their needs for soft, technical & business skills
utilizing a library of development planning and execution resources.
Network’s delivery model overcomes the weaknesses of traditional
approaches creating accountability to the executive sponsor, other
workgroup members and to the members themselves. Accelerated
leadership development takes place through use of advanced problem
solving and issue management methods.