Leadership Development and Talent Management
Overview
When you think about great leaders, what picture comes to mind? Is it Abraham Lincoln or Queen Victoria? Whatever picture emerges, it is likely to show a highly controversial person. Great leaders usually exhibit a contradictory mixture of great resolve and humility, although the latter is often less developed. It is hard to define great leadership; as someone aptly said, "I don't know if I can define leadership, but I sure know when I've been led the right way."

We believe that effective leadership arises from a culture of leadership. Regardless of your preferred leadership style, leadership requires providing people with direction but also engaging with their values, emotions and know-how. The culture of leadership shows itself on three levels: strategic vision, organizational capability, and operational efficiency.

Strategic vision is strong guidance and inspiration toward something that is worthwhile to achieve. Providing organizational capability is about identifying your talents, putting them in the right place within your organization, and giving them the room and trust they need to grow. Operational efficiency turns on goal setting, target evaluation, reward systems, and, above all, leading by example.

Talent management is finding increased appreciation on executives’ agenda as a means to influence long-term business outcomes, even in challenging economic times. Furthermore, talent management programs have strong “staying power.”

Our leadership programs clarify the roles of various leadership levels and give you the tools to identify, develop, and assign talent, and to plan succession. Effective leadership lacks contradictions and promotes a leadership culture that adds competitive value to your business.

So, who would you like to lead you? A great leader engages with people’s values, emotions, and know-how.
Leadership & Talent Development - Projects and Activities
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Leadership Development Strategy
While clients try to maximize in-house resources to keep project cost at a minimum, some form of external support is often contacted to assist with the conceptual and practical aspects of implementing leadership, talent, and change programs such as:

  • Independent review of the overall Leadership Development strategy, definition of focus areas, and implementation plan
  • Support of process definitions and setup
  • Facilitation of workshops, talent review meetings, assessments, etc.
  • Support of project management and review, including planning, budgeting, and monitoring
  • Definition of RFP criteria for third party vendors where required

Our consultants are experienced in managing large- and small-scale projects. Our focus is to enhance our clients’ success rates by assisting in clearly defining project scopes and maintaining the projects within a defined budget and schedule.
High Potentials & Succession Programs
Successful development programs focus on detecting and developing potential leaders as early as possible. Bluebridge has the right experience to assists its clients in the development and deployment of High Potential and Succession programs.
The following aspects are of high importance and warrant special consideration:
  • Outline and implement High Potentials identification, assessment, and selection processes across varied locations
  • Identify key roles and develop a succession plans
  • Outline and implement a typical Future Leader development process (training, assignments, coaching)
  • Based on available budget and overall company goals, develop a rollout schedule
  • Assist in talent selection meetings, the assessment process, and other developments
Leadership Training Programs
Many Leadership Development & Talent Management programs include a formal training component. Such training can be either conducted in-house or externally. An effective leadership training program should at least cover following elements:
  • Personal Leadership
  • Work Techniques such as Time Management and Presentation skills
  • Team Work and Conflict Resolution
  • Depending on the level basics of finance, technology, marketing and sales
Many of the mentioned components are not specific to your organization while others need to be tailored to your needs. Training program do not include only the content of the training, but also the logistical planning and execution,
Coaching Programs
Your company's commitment to talent will eventually require providing targeted coaching to individuals assisting in their growth as leaders. Unfortunately, many companies treat coaching as individual events and not as an integral element of the overall leadership development process. We enable our clients to successfully implement a coaching and mentoring program.
The following steps are usually required to achieve this goal:
  • Define the desired goals and objectives of coaching as a part of the overall LD program
  • Identify the target audience (management levels, high potentials) to receive the coaching
  • Plan and budget the anticipated coaching requirements as per the target audience
  • Setup a coaching pool, i.e. identify and select the appropriate coaching resources
  • Assign coaches to individuals with defined expectations
  • Setup feedback loops in order to monitor coach and coachee relationships and their respective performances
The overall goal is to achieve the largest impact on the organization while minimizing the expenses and administrative labor of the program. Bluebridge can assist in the development, implementation, and monitoring of said coaching and mentoring plans.