A fast-changing environment demands talent and vision at the top – but the skills shortage means it’s not always easy to recruit externally. A “grow your own” approach, identifying and developing talent into more senior roles, can reduce time spent trying to fill leadership positions. It also creates a pool of capable, motivated employees, and cuts the risk of failing at new ventures while providing stability and continuity across your organization. Good planning means spotting and nurturing the people with the potential to excel in more senior roles.
• Determine key roles essential to business success
• Define required competencies for future roles
• Identify suitable internal candidates using assessment tools
to evaluate skills, behaviors and potential
• Objectively match employee strengths to potential roles
• Prepare staff to transition to key roles as opportunities arise
• Equip high-potential employees to manage progressively
advanced responsibilities
• Accelerate ramp-up to full productivity with internal vs.
external hires
• Reduce risk of derailment by preparing proven internal
talent well in advance of transition
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