Hire us to find the talent that is the right fit for your company.
Bring out the best potential for new growth within your organization.
Make sure you have the right leadership in place when navigating growth, mergers and acquisitions.
Create an ideal corporate culture where individuals work as a team.
“Leadership Alliance partnered with us to shape the foundation of our talent management, succession planning and leadership development strategies. They brought tools and methodologies to the table in a way that worked for our team and our culture. They spent a lot of time listening to our needs and really figuring out what the most impactful solutions would be for our key leadership roles. The critical differentiator that makes us a promoter of Leadership Alliance is their ability to work within the dynamics of our organization – fast and ever-changing and sometimes unrealistic demands. They have an excellent team who is committed to ensuring we have the right experience – no matter what. We operate across the globe, and there is always someone there from the team to answer questions and execute any requests. We impose very demanding turnarounds on the team, and they always deliver.”
Audrey McGuckin
VP, Human Development, Jabil Circuit
Top performing companies know that one key to continued organizational effectiveness is Succession Planning. In fact, a study done by Hewitt found that 90% of the Top 20 Companies have a formal succession planning process in which leadership potential is assessed separately from performance. This compares to just 41% at other companies.1
When done well, Succession Planning can have immediate organizational benefits:
Leadership Alliance helps to ensure that any talent move you make is a smart one, by promoting the type of leadership that continues to fuel organizational growth.
Rather than allowing our clients to fall into the trap of just promoting their best performers, we guide organizations and human resource teams to develop the right leaders, so that, when the need arises, they are ready to take the reins. That’s the ultimate goal for succession planning – to have a pool of top talent to select from when the time is right to fill a key role.
To help you get there, we have an integrated approach that has proven to ensure successful outcomes.
We use what is known as the calibrated 9-Cell Performance vs. Potential matrix. This solution allows us to help you truly differentiate the top talent in your organization to fuel your succession pipeline. Using a combination of hard assessment data and leader input, we help you identify those in your organization who are the true high-potentials, those who can take on leadership roles now and in the future.
In the typical 9-cell process, managers struggle to successfully differentiate between performance and potential, and fail to truly identify key employees. This is often caused by unclear definitions of “potential” and an unwillingness to have tough calibration discussions to ensure proper cell placement. This often leads to past performance becoming the proxy for future potential and too many individuals wrongly placed in the matrix with higher potential than they truly have. This hurts not only the individual, but the organization as well, as employees are promoted into key roles or stretch assignments for which they are not well-suited.
With our unique process, we will help your organization and human resource team clearly define potential and then teach you how to calibrate that potential objectively. This leads to a much more robust talent management process that ensures leadership development is correctly differentiated.
Our program includes:
Many organizations stop once they fit people into the cells, but that is a huge miss. We take the conversation to the next level, building out robust and differentiated leadership development plans based on a combination of the employee needs and the needs of the business. Since 70% of learning happens through experience, we look for real-world challenges to help create development opportunities that will drive growth and change.
Our program includes:
Most managers believe that they have the best people in the organization. But the fact remains that 100% of the team can’t be in the top 10%. This is where hard decisions must be made, creating an extreme challenge for those directly connected to talent. An unbiased, third party that can challenge leaders’ thinking and guide tough decisions is critical to an effective succession planning program.
Leadership Alliance utilizes Korn Ferry’s Succession Architect tool, which offers a host of resources for your team. For those that would prefer a more tailored approach, Leadership Alliance can develop a custom succession planning program for your organization.
1How companies grow great leaders, Hewitt (2003)
Hire us to find the talent that is the right fit for your company.
By bringing out the best in your people, we also bring out the best potential for new growth within your organization.
When you’re focused on people due diligence for your next merger or acquisition or finding the high-potentials in your organization, our proven process will help make sure you have the right tools to succeed.
We can help you create an ideal corporate culture where individuals work as a team with one common goal: building your business.
