Typically, organizations retain external coaches to work with senior executives to increase skills and competencies needed to produce results. Emerging leaders are identified and involved in a mix of developmental activities to grow the talent pipeline necessary for leadership succession. But today, we're seeing a shift from business as usual. Increasingly organizations need coaching that addresses the development of up-and-coming leaders and maintains a robust leadership talent pipeline, and succeeds in our "age of urgency" -- as time, resources, and the need for results are compressed.
In what ways are organizations using coaching with these broader populations to facilitate meaningful development, while also controlling investment and meeting the "need for speed?" When you join DBM expert and our panel of practitioners, you will learn:
Insights about two organizations that have used external coaches to accelerate their emerging leader development efforts.
Registrants will also be provided a checklist for assessing your organization's practices and risks regarding developing emerging leaders in the age of urgency.