Talent Acceleration Programs

A typical approach to talent selection and development is to use an external assessment center and this approach has certainly proved its value in many organizations. However, we have found that most of the typical executive derailers are issues that could have been identified long before an individual was promoted to the executive level. And even more importantly, most of the derailers are most effectively dealt with in terms of appropriate development initiatives long before the individual is promoted.

Typical Derailers

Many studies have been conducted on executive derailers. Typical derailers are learned arrogance, low tolerance for ambiguity, self-promotion, micromanaging, lack of executive presence, not having made the full transition when moving from one leadership role to another, having skipped certain critical leadership roles, etc.

We support organizations in creating talent acceleration programs that are designed to avoid the most common executive derailers.

Stepping Into a New Role

Whereas our original leadership transition programs for the different leadership roles are designed for leaders who have already transitioned well into their role, you can also use key content from these programs in talent acceleration programs in order to prepare leaders and specialists for potentially stepping into a new role. This way you can shorten the transition period when they finally step into the new role.