Change is a constant, for people and for companies. But too many leadership development programs act like that’s not true for them. Here are three reasons to continually re-evaluate your people and your leadership development program.
People don’t always reach their potential.
We’ve all known at least one of them. They’re the people who start out looking like they’re going to set the world on fire, but never even light the kindling. They’ve got potential, but they never realize it.
And there are the late bloomers. They’re the ones who suddenly wake up and start producing great results.
Strategies change.
Strategy gurus wring their hands over how ready companies are to change their strategy. New leaders want to make their mark on the organization. A bad quarter results in a “bold, new strategy.”
Leadership development programs should follow strategy. When the strategy changes, it’s time to re-evaluate your program and the people you’ve designated “high potential.”
The mix changes.
The mix of people in your company is constantly changing. New hires bring new potential. Top candidates for senior leadership jobs seek greener pastures elsewhere.
Re-evaluation should be as constant as change.
Change is constant. Re-evaluation should be constant, too. That’s not easy. It takes hard work and rigorous discipline to review your leadership development and succession planning as if you’re seeing it for the first time. But it’s the only way to stay on top in a world of constant change.
Note: This post was inspired by Karin Hurt’s post, “Imagine There are No Talent Reviews.” Karin is in the business of helping companies develop “rock-solid frontline leadership teams.”
Thanks so much, Wally. Your points here are so important.