Effective leadership cultures are produced intentionally, evidenced by a “pipeline” method for creating and developing leaders. There are four stages, or “sections of the pipeline”: Recruiting, Training, Deploying and Reviewing. If any of these sections in the pipeline “leaks” (is ineffective), then the entire leadership development process suffers. Below is a brief description of each section…
Hiring is perhaps the most frustrating, yet critical element in any company. Let’s face it, hiring well covers and even prevents a multitude of other issues. Conversely, the wrong person can have devastating effects on the company, and overall performance. So, make sure you get this one right. To hire well, make sure you…
- Define roles, role requirements, and ideal candidate profiles.
- Provide leadership the tools they will need to identify and land talent
- Invite the existing team to participate in bringing in new talent
- Make sure all new hires fit the culture and values
The “Training” section of the pipeline is where we develop our people. It covers everything from onboarding to training to leadership development. This should be happening at every level of the company. Developing future leaders should be the overall focus of development and training efforts. Identifying, nurturing, and deploying leaders is the best way to increase effectiveness in your organization. Development efforts should help employees…
- Identify their key strengths and skills
- Help them become more emotionally intelligent
- Provide specific job skills training
- Allow them to learn via real life experience and feedback
The Deploy section of the pipeline is where we “send them out” to do the work they were hired to do. However, too many companies wing it when it comes to this section. They fail to take into consideration team dynamics, role “fit”, and leadership capacity. When teams and leaders are approached in this way, the results can be disastrous. However, when there is an intentional, strategic approach to deployment, the chances of achieving their desired business outcomes dramatically increases. When deploying…
- Design an organizational structure focused on results.
- Make sure there is a fit between role and employee
- Understand and seek to constantly improve team dynamics.
The Review section of the pipeline should happen regularly. Here is where we identify gaps – the underlying problems – in your team’s day-to-day execution. The insights you uncover as you review regularly will give you the information needed to be more effective in the other three sections of the pipeline. Making the necessary adjustments proactively will lead to a more productive and engaged workforce, and ultimately, a growing and profitable company. When reviewing, remember to…
- Measure what matters
- Analyze the data
- Make recommendations for improvement
- Implement those changes