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Career Transitions

Building a talent pipeline

For most organizations, a pipeline of internal management talent is essential to meet business demands as they emerge. Many leading companies have them

Typically, managers follow a development path with 4 key steps. These steps are:

1. Understand and manage self, being a competent professional as part of a team
2. Lead and develop a team of professionals, to meet team or department goals
3. Lead a function or business unit, working cross-company to meet business goals
4. Move into general management with P & L responsibility

Organizations in particular industries, or with complex governance, may have additional sub-steps or use different terminology, but in essence these steps apply in most situations.

How can we help?

At GTN we can help in two ways:

• Developing Learning Strategy & Management Curricula

• Designing and delivering programs for transition points

See Illustrative Programs for examples

How do we add value?

For organizations:

• Designing processes and programs that support succession planning
• Creating "challenge-ready" talent, with the required attitudes, skills and knowledge
• Help create competitive advantage - a deeper talent pool

For people:

• Acquire the confidence, tools and attitudes to do bigger or different jobs
• Plan a career path that meets personal ambitions

To understand in more detail how we work with our clients see: Working with Clients