There is a way to build a next generation leadership team. You never know when you might need to replace a leader. There is an obvious challenge for teams that rely on promoting within. If they fail to do so, then it means that they are either promoting weak managers, or being left with no choice but to recruit from the outside.
Key Takeaways:
- Your program won’t be flawless, but it doesn’t need to be. A great leadership development program accelerates your organization on so many levels beyond just the information taught.
- If getting started is the most important step, then establishing the frequency and rhythm of your program is a close second. An infrequent or random leadership course or seminar may be better than none, but it’s better when you allow a program to build momentum.
- Once you make the decision to move forward with a leadership development program and select participants, it’s time to draw attention to its structure. Coaching your team based solely on your organization’s management philosophies and values is critically important.
“The best leadership teams contain a healthy dose of in-house talent, where leaders have developed institutional knowledge that only comes from rising up within the company.”
