The war on talent still rages. Adapt and evolve is the name of the game in these volatile, uncertain, complex and ambiguous times, and it’s the depth of an organisation’s leadership pipeline that will determine whether they survive or thrive.
How do we build our leadership pipeline? Do we develop our existing talent or recruit new talent? What sort of leaders do we need now and in the foreseeable future? How are we going to measure the success of our leaders? You can't answer any of these questions without a leadership development framework.
Northpoint's Leadership Development Framework is a guide to help organisations identify their leadership development objectives now and in the future.
Based on countless hours of research and interviews with business leaders from around the world, the framework connects the primary objective and core tasks of leaders at different levels with the competencies required for success.
Northpoint's Leadership Development Framework
Developing your own unique framework
Now every organisation is different, and as such, every leadership development framework will be different. With this in mine, it’s important that this framework only be used as a guide to help develop your own unique framework.
Define what attributes are needed for success by leaders at each level, now and in the foreseeable future.
Assess the current leadership pipeline against the pre-defined attributes to identify gaps. Prioritise gaps in order of importance and urgency.
Determine whether gaps can be filled through development or whether they need to be filled by hiring new talent.
Institute personal improvement and talent acquisition plans to fill gaps.
Monitor progress of leadership development against the framework with regular assessments.
The question is not whether your organisation's leadership capabilities are evolving, but whether they are evolving at the right time, and in the right direction?
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