A major shift in “skills”, “time application” and “values” must take place at each turn in the pipeline

LEADERSHIP PIPELINE – 6 turns in the pipe:
1️⃣Managing self to managing others
2️⃣Managing others to managing managers
3️⃣Managing managers to managing a function
4️⃣Functional manager to business manager
5️⃣Business manager to group manager
6️⃣Group manager to enterprise manager

Benefits of a well-defined leadership pipeline:

✴️ By establishing appropriate requirements for the six leadership levels, companies can greatly facilitate succession planning

✴️ Individual managers can clearly see the gap between their current performance and the desired performance

✴️ HR can make development decisions based on where people fall short in skills, time application and work values, rather than rely on generalized training and development programs

✴️ An individual’s readiness for a move to the next leadership level can be evaluated objectively rather than tied to how well they performed in their previous position

***link to the articles below

Acknowledgment: post based on the work of Stephen J. Drotter, Ram Charan & Center for Creative Leadership

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