Egon Zehnder
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Originally published in Harvard Business Review, October 23, 2017.

Corporate leadership development programs aren’t working. Less than a quarter of executives at the organizations that have them think they’re effective. Evaluations of managers at thousands of corporations suggest that 72% have what it takes to grow into C-suite roles. How can we bridge the gap between this raw talent and executive success? By following four steps:

  • Determine the most important competencies for leadership roles in your organization.
  • Assess employees’ potential by looking at the five predictors associated with success – motivation, curiosity, insight, engagement and determination.
  • Map people’s potential to the competencies required in various roles.
  • Give emerging leaders the opportunities, coaching and support they need to strengthen the critical competencies.
     

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