A recent Forbes article titled "Developing A Leadership Pipeline: Plan Ahead Or Get Left Behind" outlines six effective strategies for creating a sustainable talent pipeline:

1. Identify High-Potential Employees (HiPos): Recognize employees with strong work ethics and dedication to the organization's mission. Their potential for leadership roles is significant.
2. Provide In-Depth Coaching: Regular, focused coaching sessions are essential. David B. Peterson, former executive at Google, emphasizes the importance of dedicating time for skill development aligned with future roles.
3. Create Progressive Growth Opportunities: Particularly for younger employees, offer frequent feedback and promotion opportunities. For example, Ladders, Inc. revamped its promotion structure to offer more frequent advancements.
4. Develop a Strong Succession Plan: Like Procter & Gamble, have ready replacements for key leadership roles to ensure continuity.
5. Rotate Employees Through Diverse Roles: Expose HiPos to different departments and challenges, enhancing their skills and perspectives.
6. Emphasize Inclusivity: A leadership pipeline should mirror the organization's diversity, offering equal opportunities for all, particularly those who have been historically marginalized.

These strategies not only foster a robust leadership pipeline but also position organizations as industry leaders in talent development and promotion from within.

See the link to the article in the 1st comment.

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