Developing a pipeline of leaders at all levels is critical to creating an enduring organization. I have been developing and implementing leadership development practices and programs for more than 20 years. I received national recognition for my approach to leadership development and was ranked one of the “Top 100” global practitioners by Leadership Excellence Magazine.
My practice focuses on three types of Leadership Development Programs.
High Potential Programs
Designing and implementing Leadership Programs to accelerate the development of an organization’s existing high potential talent including junior, mid-level and senior levels.
New Graduate Rotational Programs
Planning programs and processes that span sourcing, onboarding and developing an organization’s future leadership pipeline. These programs are designed to find the right talent based on the firm’s future capability goals and then having participants follow a systematic developmental and experiential process to address the organization’s talent requirements.
New Manager Programs
One of the most important career passages is becoming a people manager and learning the skills to effectively lead and manage employees. These programs are designed to align with the organization’s business goals and manager competency requirements.
Programs are customized to the organization’s business and capability goals with development practices that include:
- Internal executive faculty
- External expert faculty
- 360 assessment
- On-the-job learning
- Action learning projects focused on current business issues