Course description
Coaching High Potential Leaders – Creating Bench Strength That Is Truly Strong
How is your organization preparing for the inevitable loss of your Boomer Leaders?
An important aspect of succession planning is the identification and development of the next generation of leaders. Never has this been so important as now, since 10,000 Boomers reach retirement age every day. Don’t be caught unprepared for filling these critical vacancies with the right talent.
The high potential development process includes acclimating individuals to what the business landscape looks like at that next level. The next level requires not only different skills, but also a broader perspective and more comprehensive mindset. Significant familiarity of business operations, ways of working and business acumen are necessary for success at the next level.
Our high-performance leader development process aligns the expectations of the organization with individual readiness. Development plans are formulated with the business leader and the client and provide individualized coaching to these talented individuals to ensure their readiness for the next assignment.
This course can also be offered virtually. Contact The Paideia Group to learn more about delivery options.
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Upcoming start dates
Training content
Outcomes
Talented professionals ready to be deployed into their next role, equipped with the competencies needed for success and impact.
Professionally mature individuals with the social and emotional awareness needed to be successful.
Professionally developed upskilled leaders able to effectively integrate into their next career role.
Key Points
- The engagement is poised for success as the client, their manager their HR business leader and their coach meet to discuss steps needed for their individualized professional development.
- Several development tools and assessments may be introduced into the process, if seen as beneficial to the client.
- Development in this process is intellectually challenging and results in deeper and broader ways of thinking, skills in situational analysis and problem solving and the ability to deal effectively with poor performers.
- All coaching conversations are confidential. Clients are asked to share their development plan with their manager.
- Midway through the engagement a tripartite meeting with the coach, client and client's manager allows for all parties to discuss feedback, observations and ensure goals are still on track.
- By the end of the engagement the client will have developed skills in identified gap areas, be able to strategically navigate challenging situations, and will be seen as ready for the next challenging assignment.