Selection Considerations For Leadership Development & Coaching

Words such as adaptable, candid, innovative, capable, communicator, passionate, risk-taker, and visionary should be associated with the potential candidate. The individual should be able to demonstrate the ability to manage the paradoxes of leadership such as; long term verses short term, external verses internal, perspective from 50,00ft verses 20ft, and vision verses execution. The individual should have a track record of performing well under difficult circumstances and being able to attract talent and build a successful team.

Additionally the individual should want to be “coached” and have a high desire for continuous learning. This may appear to be a long laundry list to consider; however, if you want to build a great organization, you must seed key positions and their back-ups within the organization, with the best people you can find. One word of caution; do not treat a leadership coaching process as a "fix it" program. To be successful, leadership development should be directed at taking your best and making it better.

As an organization looks at providing leadership opportunities for those who show potential, the following ten points, along with your personal experience and intuition, should receive high consideration in the selection process of those who you will select to help your organization move from good to great.

Ten Leadership Succession Selection Considerations:

• Does the individual show the potential to make a positive business impact on the future of the company?
• Does the individual demonstrate or are they working on developing the kind of presence that inspires confidence?
• Does the individual demonstrate leadership potential/desire/passion that could be used in more than one area of the company?
• Does the individual understand the corporate vision, strategy, direction and agenda?
• Does the individual translate that vision so that others understand it and understand their role in it?
• Does the individual inspire others to defer to him/her on matters where he/she has expertise?
• Does the individual show and demonstrate respect at all levels of the company including supervisors, peers and subordinates?
• Does the individual possess the kind of communication skills that can effectively present ideas, concepts and policies that support and accomplish organizational strategy and objectives?
• Does the individual demonstrate the ability to take the smart risks required in completing an important project?
• Does the individual have a track record of living and fostering the desired culture of the organization?

In the end, three things really matter when it comes to the implementation of succession planning. First, Top-down leadership commitment to the selection and development of the organizations future leaders is a must.

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About Ingbretsen Consulting LLC: Coach and author Roger Ingbretsen is a certified executive coach and organizational developer providing organizational and career guidance to professionals, managers, supervisors and all individuals looking for "real world" career development information. His entrepreneurial approach will help you learn how to use your strengths, plan, lead and succeed in your career. To know more and claim dozens of Rogers free articles go to www.ingbretsen.com.