Leadership and Executive Planning and Development

Leadership and Executive Planning and Development

Executive Development Processes
Our approach to executive development is to assess both the organizational context and the strategic imperatives necessary for competitive success; then help develop the framework and resources necessary to assess and improve leadership capabilities. We achieve this by developing processes such as talent management, pipelining, succession planning, topgrading, coaching, and education that link leadership planning and development to business drivers.

Succession Planning
Succession Planning or, what we refer to as a management resource planning and review system, formalizes, strengthens, and lends priority to the planning of succession and development alternatives for current and future executives of a company. The review process is the primary vehicle for the planning of executive and leadership continuity and development. An organization is not static. It is a dynamic business in a changing industry and environment. Having information about present work requirements, individual job performance, and immediate replacement plans provide only a one-dimensional picture. To make the picture more complete, future work requirements and insight into how the market and the organization will change in the near term is necessary in order to craft a clearer picture of the key issues to be resolved, including both the present and future state of leadership along with retention and diversity issues.

Executive Coaching
Our approach to coaching is grounded in what we call "action coaching." Action coaching is a relatively structured process with proven tools that fosters self-awareness linked to business results, resulting in the motivation and the guidance to change in ways that meet organizational goals. Our prime objective is always to improve the business results of a company. Coaching must always be rooted in the business strategies of the organization.

Executive Transitions
Turnover in managerial positions is a fact of life. When unmanaged, transitions can result in role ambiguity, reduced productivity, long settling-in times, reduction in openness of communication and jockeying for positions. The executive transition process is designed to accelerate the efforts by which the new manager and his/her direct reports coordinate their efforts and develop effective business relationships and practices.


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