How to know when you are ready for the next position up in your career, for sure!
If someone bypasses a leadership passage and ends up in a position where they don’t have the necessary skills, time consciousness, and core awareness they inevitably end up in trouble.
Our EliteMentor model guides people through leadership passages efficiently and in a controlled manner. Hopping and skipping and changing roles in midstream hinders the uptake of core values and skills.
The EliteMentor model provides Senior managers who are “stuck”, with a map which shows what new skills are needed to evolve to their next leadership level. The model provides a dashboard evaluation tool which shows clearly what is missing and also when someone is ready for the next level. The EliteMentor model prepares one for the next leadership position. It clearly defines what is needed to move from one level of seniority to the next without wasting time.
Further Reading
“Leadership Pipeline: How to Build the Leadership Powered Company” by Ram Charan, along with co-authors Stephen Drotter and James Noel, offers a structured model for developing a robust leadership pipeline within organizations. The book argues that for a company to succeed, it needs to systematically grow leaders at all levels, from individual contributors to top executives. Here’s a brief synopsis of the key concepts:
1. Six Leadership Passages: The authors outline six critical transitions that professionals make as they move up in an organization. Each passage requires specific skills and a shift in values and time application:
- From managing oneself to managing others.
- From managing others to managing managers.
- From managing managers to functional management.
- From functional management to business management.
- From business management to group management.
- From group management to enterprise management.
2. Skills and Challenges at Each Level: As individuals progress through these passages, the challenges and skills required at each level change. The book details what these are and how individuals can successfully navigate these transitions.
3. Building the Pipeline: The Leadership Pipeline model emphasizes the importance of defining clear leadership criteria at each level, selecting the right people for each leadership role, and providing them with the appropriate development experiences.
4. Implementation Strategies: Practical strategies for implementing the leadership pipeline framework in an organization are discussed. This includes aligning organizational structure with pipeline requirements, creating succession plans, and developing leaders continuously at all levels.
5. Continuous Improvement: The authors stress the importance of continuously refining and adjusting the leadership development process to meet the evolving needs of the organization and its leaders.
The Leadership Pipeline is considered essential reading for HR professionals, executives, and others interested in developing leadership talent systematically to ensure the long-term health and performance of the organization.