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Basic Principle
The Leadership Pipeline model provides a framework upon which organizations can be built while reconfiguring old ones. At each passage a person has very specific values, compulsory skills, and necessary time applications.
Getting results through comprehensive Enterprise Leadership & Statesmanship.
Getting results through a function. Getting results through managers. Getting results through others. Getting results through personal effort.
Definitions
Work Values: What people believe is important and becomes the focus of their effort. Skill Requirements: Capabilities required to execute new responsibilities.
Time Applications: New time frames that govern how one works.
*Items to be dramatically reduced or left behind when person goes through this passage.
Try to watch out for the following signs of a misplaced leader in this particular passage:
Acts like business general managers rather than group executives. Maintains an adversarial relationship with the corporation. Ignores what has been uncovered. Passes up development opportunities for the business managers.
Pipeline Coaching
It is not enough to just diagnose each leadership level and measure its performance. In order to effectively address the leadership pipeline clogs, coaching is necessary.
The process of coaching is done in different ways. But from a leaders perspective, coaching is simply helping people achieve their full potential. It is the process of providing a truthful assessment of the managers performance, and effectively communicating the benefits to both the individual and the organization.
In coaching, a clear, complete, and compelling feedback process should be established. The feedback should clarify the expectations in each leadership passage. It should be simple but comprehensive enough. Most importantly, feedback must focus on a few developmental items needed by the manager.