Discovering and developing future leaders is a powerful HR lever for driving company growth, but it can be an uphill struggle to ensure that it is prioritized by business leaders. This whitepaper details the importance of finding future leadership and deciding whom to groom for advancement.
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Action Points Three top HR leaders from the Office of Personnel Management,Samsonite Corporation, and the U.S. Food and DrugI. Serving Future NeedsHR must proactively work with business Administration share their expertise on:leaders to look forward to future staffingneeds.II. The Bottom LineThe greatest value to the company Global HR Horoscope:comes from marrying up-front scrutiny torigorous accountability.III. Must-Have Leadership Qualities The Importance Look for creativity and flexibility, self-motivation, willingness to shareknowledge, and strategic thinking.IV. The Golden Rules for Choosing of Finding Whom to GroomWeed out bad attitudes. Reward risk-taking and energy. Look beyond Future Leadershiptechnical expertise.V. Essential Take-Aways Angela BaileyThrough management process and Deputy Associate Director, Talent and Capacity Policy Centerinfluence, the HR leader must ensure Office of Personnel Managementthat the company is constantlydeveloping the future leaders. Thestrongest organizations are those that Louis F. Ciminiare generating future leaders at all levels. VP of Human Resources, The Americas, Samsonite Corporation
Georgia Coffey, M.Ed.Director, Office of Equal Employment Opportunity & Diversity Management, U.S. Food and Drug Administration
iscovering and developing future leaders is a powerful HRlever for driving company growth, but it can be an uphillstruggle to ensure that it is prioritized by business leaders.Contents DEspecially in small and mid-sized organizations, leadership devel-About the Authors . . . . . . . . . . . . . . . . . . . . p.2 opment can easily get lost in day-to-day operations - but the com-Angela Bailey . . . . . . . . . . . . . . . . . . . . . . . . p.3 pany that does not plan for its future leadership will encounter seriousLouis F. Cimini . . . . . . . . . . . . . . . . . . . . . . . p.5 problems down the road. As American demographics shift, the needGeorgia Coffey, M.Ed. . . . . . . . . . . . . . . . . . p.7 for diversity of thought and experience will soon overwhelm theIdeas to Build Upon & Action Points. . . p.10 supply, and those companies that engage in serious and deep suc-cession planning will reap the benefits of their foresight. ?
Copyright 2008 Books24x7®. All rights reserved. Reproduction in whole or part is prohibited without the prior written permission of the publisher. This ExecBlueprintsT document was published as part of a subscription based service. ExecBlueprints,a Referenceware® collection from Books24x7, provides concise, easy to absorb, practical information to help organizations address pressing strategic issues. For more information about ExecBlueprints, please visit www.execblueprints.com.About the AuthorsAngela BaileyDeputy Associate Director, Talent and Capacity Policy Center, Office of Personnel Managementngela Bailey was named deputy associate personnel. Most notably, she was instrumental of Army at Letterkenny Army Depot,director for the Talent and Capacity Policy in shaping a comprehensive workforce strategy Chambersburg, Pennsylvania and Fort Ritchie,Center, Strategic Human Resources to prepare the Defense Contract Management Maryland. APolicy Division, in October 2007. In this posi- Agency for the impending retirement surge, cre- During her civil service career within thetion she is responsible for the design, develop- ating a DCMA Alumni Program, along with out- Department of Defense, Ms. Bailey received ment, and implementation of merit-based policies reach to notable universities and military the Distinguished Civilian Service Award, twoand programs that federal agencies use to recruit, transition centers, with special emphasis on Meritorious Civilian Service Awards, and thehire, train, and classify high-quality employees. America's severely wounded military members Army Civilian Service Award. Before joining OPM, Ms. Bailey served most and veterans. Ms. Bailey received a Bachelor's Degree andrecently in the Department of Defense as the Previous assignments include transformation Master's Degree in Leadership from Bellevueexecutive director, human resources at Defense team leader, labor relations officer, and labor and University, Bellevue, Nebraska.Contract Management Agency located in employee relations program manager at theSpringfield, Virginia. During her te... [download for more]
