“Your people are your greatest asset”
HR professionals say their organizations are already facing challenges related to leadership development, and the problem is expected to increase in the next 10 years.
In today’s competitive talent marketplace, organizations view talent as a competitive advantage. According to SHRM, there is an acute need to develop the next generation of workplace leaders, based purely on the changing demographics in the U.S. labor force. Workers age 55 and older constituted 15.6% of the labor force in 2004; that figure rose to 21.7% in 2014, and is expected to increase to 24.8% in 2024, according to the U.S. Bureau of Labor Statistics. As more baby boomers, some of whom are in leadership roles, reach eligibility for retirement, organizations must figure out a way to retain the knowledge and skills of these workers as they exit the labor force.
Gaps in leadership may be due to a lack of training or development. Many organizations offer basic professional and career development benefits, but research shows that a majority of companies fail to provide leadership-related training. Perhaps as a result, many HR professionals have reported skills shortages related to leadership development. This trend comes at a time when HR professionals are citing leadership qualities as a sought-after skill for new hires. Most efforts at developing leaders and talent fail, yet the need for exceptional leadership at all levels has never been clearer.
Only when existing leaders act as role models, reinforce the value of learning, leverage problems as the training ground for real world learning, build a sustainable process to support talent development and link these tactics with shared performance criteria organization, can talent development truly become organic and essential.
Even when organizational leaders and HR professionals are presented with these facts, they elect to invest in suboptimal leadership development and talent programs. These come-one, come-all certificate-based programs do very little to enhance the capability of critical leaders. While these programs are well intentioned, these programs are seldom tailored to the client’s day-to-day operations and strategic priorities. These programs rarely reflect the client’s existing talent evaluation system and are essentially a one size fits all program.
Allow TCCF to help you get your leadership and talent management right. Our approach to helping clients solve their leadership challenges begins with the fundamental understanding that leadership is not about personality; it’s about behaviors. Our workshops and facilitator training programs are designed to help firms engage both key internal professionals and developing leaders to be the best leaders possible. We will partner with your organization to provide customization services grounded in The Five Practices of Exemplary Leadership®. Our certified facilitator will guide you in coaching and empowering your internal professionals based on grounded research and experience of ordinary people achieving great results.
Sourcing and Interim Management
- Are you in need of a temporary executive leader to guide your organization for a few months to oversee strategic initiatives?
- Do you need an executive leader in a full-time, part-time, or project-based capacity?
An interim executive can fill a gap in leadership, lead/execute initiatives, and provide specialized skills and knowledge. Often, organizations will require support during executive leadership changes, special projects, merger/spin-off/acquisition, or international expansion. TCCF can provide the customized solution you require. TCCF only works with interim executives and management consultants with a verified history at the executive and C-suite level.
For more information about our Leadership Development and Sourcing click here
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