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IDENTIFICATION OF LEADERSHIP
POTENTIAL
Many general business strategies however brilliant
they may
be, often ends with a prerequisite, namely sheer availability
of competent leadership resources. This puts pressure on the
identification and development of leaders. Leaders who not only master
the basics of teamwork, but also understands the complexity of the
business environment and who have the guts to fight for change and for
customer satisfaction.
ESTABLISH
THE BASE FOR DEVELOPMENT
However,
assessment of leadership potential in itself is only halfway towards
defining the real development base.
Equally important and in a parallel process is •
The candidate’s
insight into the actual requirements of the job (a significant portion
of development initiatives fail because of inadequate understanding of
what is actually required in a job or group of jobs)
•
That the
candidate understands his/her leadership dynamics and •
That the candidate fully understands and accepts his/her
development areas and opportunities. From here on relevant development
can proceed.
KEY ISSUES:
Service
offerings
We will guide the company through the whole process
of defining leadership criteria, designing the assessment programme,
nomination of candidates to enter the programme (experienced or
inexperienced), assessment of the candidates (individually or in
groups), feedback and development discussions with the candidate and
his/her boss or mentor. The assessment of leadership potential and
development areas will be documented in a report.
It is
important to underline that we will not outline development activities
in all directions at one time in order to create the ”perfect
leader”. We have not yet found the perfect leader. But we have
identified numerous excellent leaders who were ideal for specific tasks
and organisations. A strong focus on a few key development areas - well
guided - ensures best possible utilisation of their potential.
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