LEQ Coaching for Succession Planning and Readiness of High Potentials
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High Potentials are vital assets for companies to invest in for retention and ensuring their readiness for leadership succession. LEQ coaching for High Potentials align company perceptions and goals with individual perceptions and goals in a leadership development plan for optimizing strengths and accelerating growth in developmental areas. Implementation coaching uses leadership-in-action opportunities for insight-based growth and trying new skills in leading business, people and process. Coaching reinforces new skills until they become second nature.
In many companies with a rigorous succession planning process, selection of a High Potential to fill an open leadership position is based on the individual having already demonstrated the required leadership skills. In other words, leadership readiness is defined as already doing what the higher position requires. LEQ coaching accelerates development of High Potentials for "readiness now" promotion goals.
LEQ's leadership-in-action approach works within the corporate leadership program to maximize the High Potential's learning from developmental experiences. We work with the data generated from the succession planning program to help High Potentials accomplish the following:
- Internalize 360° feedback by connecting the feedback to current situations. (We work with feedback generated from either an established company process or LEQ's 360° process.)
- Develop the whole person by understanding behavior-based and values-based strengths and developmental areas.
- Align the individual's development with strategic needs of the business area, both current and anticipated changes in the next three years.
- Leverage the company's career development process.
We integrate and apply the above in a highly individualized coaching process. LEQ works closely with the executive, the current boss and HR to achieve the company's goals of developing leadership bench strength and getting the right skills in the right places. Clients often elect to continue the coaching relationship once promoted in a new leadership position to ensure they are set up for success.
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