FT Board Director Programme’s Post

To facilitate the development of 21st-century leaders, today’s CEOs will need to think of themselves as chief talent officers. They will need to help identify and stay close to the high-potential leaders in their organizations, making personal connections with managers several levels below. They should take care to protect the mavericks in the organization…

As an experienced CEO and Chair, the concept of building a “leadership factory” is incredibly appealing and McKinsey’s insights provide several valuable additions to this blueprint. However, the phrase that ultimately resonated most with me is, “CEOs need to think of themselves as chief talent officers.” Could this be the starting point? What are your thoughts?

“If everyone in your organisation wants to be a striker, it’s not going to work. You need diversity across your team to spot the bits that aren’t working - and then you need to listen to them”, says Principal Consultant Lorraine Mills on the importance of human-centric leadership.

An organisation where disruption, agility and speed of learning dominates the leadership conversation demands a more robust process to identify and develop future leaders. This Executive Playbook invites you to assess your current process and, where deemed necessary, align succession with the unprecedented challenge and opportunity this century represents. Read the insights: https://lnkd.in/ekyeNX65 Contents: • Coming Down the Mountain  - All Learning Starts with a Question  - The Succession Imperative • Why Does Succession Fail?  - Lack of Direction from the Board  - A Broken or Incomplete Process  - Confusing Succession with Replacement  - Casting Too Wide a Net  - Confusing High Performance with High Potential  - Inappropriate Leadership Competencies  - The Future Culture Is a "Best Guess"  - Coaching Is "Something We Need to Get To"  - What It Means to Be a Team  - Succession Candidates Are Poorly Integrated into the New Role • Conclusion • Appendix One • The TRANSEARCH Succession Process #leadership #succession #planning #transearch

About a third of the searches my team is working at the moment are succession related. Either a good succession plan gone wrong, or a lack of good planning. #successionplanning #leadershipdevelopment

SUCCESSION PLANNING IN LEADERSHIP Effective leadership extends beyond the present. It builds a lasting impact through deliberate succession planning. Succession planning is not just about replacing individuals; it's about perpetuating vision, values, and culture. It's about cultivating leaders who will carry the torch, innovate, and propel the organization forward. Effective succession planning involves: 1. Identify and develop potential leaders 2. Mentorship and knowledge transfer 3. Talent pipeline development 4. Continuous evaluation and adaptation By prioritising succession planning, organisations reap numerous benefits, which includes: 1. Seamless transitions 2. Institutional knowledge retention 3. Enhanced organizational resilience 4. Inspired workforce engagement 5. Sustainable growth and legacy Invest in tomorrow's leaders today. Secure your legacy. Ensure your organization's future. "Leadership is not about being irreplaceable, but about being unforgettable." — UKonu George C.

Have you read our latest blog? Leadership Futures from the Next Generation: Adapting, Empowering, Thriving by Dr Elissa Farrow! Check it out here: https://zurl.co/7aQi #newblogpost #futurethinking

How do businesses ensure their leadership population is ready to succeed not only today but in the future as well? The first step is in understanding ‘accidental leaders. 

This really nails it—leaders are not born; they are shaped through experience, challenges, and intentional development. In a world that is evolving faster than ever, having leaders who can navigate uncertainty is essential.   What stands out to me from this piece is the idea that leadership is not confined to the top. It is something we should be nurturing across every level of the business. And while traits like humility, grit, and positivity are essential, the real game-changer is figuring out how to instill those qualities across an entire organization.   This report from Bob Sternfels, Daniel Pacthod, Kurt Strovink, and Hugh Wyman Howard III offers some great insights on how to do just that—empowering people to take control of their own growth and building leadership muscle at scale. It’s not easy, but it’s the kind of investment that pays off in a big way when times get tough.   #McKinseyInsights #Leadership #Strategy #Resilience

https://lnkd.in/dKUyb8mQ 𝐍𝐚𝐯𝐢𝐠𝐚𝐭𝐢𝐧𝐠 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞: 𝐒𝐮𝐜𝐜𝐞𝐬𝐬𝐢𝐨𝐧 𝐏𝐥𝐚𝐧𝐧𝐢𝐧𝐠 𝐟𝐨𝐫 𝐚 𝐒𝐞𝐚𝐦𝐥𝐞𝐬𝐬 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐓𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧 Effective leadership is crucial for organizational success, and succession planning ensures a smooth transition in leadership roles, ensuring continuity and stability within the organization. Understanding Succession Planning: Succession planning involves identifying and developing potential leaders within an organization to fill key roles when current leaders vacate their positions. It’s a proactive approach that aims to mitigate risks associated with leadership gaps and ensure a smooth transition. The Importance of Succession Planning: Succession planning is not just about replacing outgoing leaders; it’s about cultivating a pipeline of talent that is ready to assume leadership roles at any given time. This strategic process contributes to organizational resilience, stability, and sustained growth. Identifying Key Leadership Positions: Begin the succession planning process by identifying critical leadership positions within the organization. These positions could range from executive roles to key managerial positions that significantly impact the company’s performance. Assessing Leadership Competencies: Clearly define the competencies and skills required for each leadership position. Assess current leaders and potential successors against these criteria to identify skill gaps and areas for development. Developing Leadership Talent: Implement targeted development programs to groom potential leaders. This may include mentorship programs, leadership training, and exposure to cross-functional roles. Investing in the professional growth of employees is a cornerstone of effective succession planning.