2. MANAGING LEADERSHIP TALENT
A Matrix View
Strategy Recruitment Development Retention Succession
Establish Select Right Target Identify Risks and Assess Talent at
Leadership Brand Candidates Development Priorities All Levels
Move People into
Craft Employee Acquire Best-Fit Articulate Tailor Value
the Right
Value Proposition Candidates Relevance Proposition
Opportunities
Build Leadership Effectively Build Leadership Articulate Career Actively Manage
Pipeline Onboard Skills Paths Transitions
Enable Strategic Build Strategic Connect Work with Develop Executive
Engage in Strategy
Initiatives Literacy Strategy Perspective
Link Activities to Accelerate Optimize Turnover Effectively Fill
Drive Application
Impact Contribution Rates Strategic Roles
3. MANAGING LEADERSHIP TALENT
Key Questions
Strategy Recruitment Development Retention Succession
What Kind of
Who’s Right for the What Skills Do We Who Do We Most Where Are Our Best
Leaders Do We
Jobs? Most Need? Need to Keep? Leaders?
Need?
Do Leaders See the
Why Would They Are We Hiring What Would Make How Can We Better
Value in
Work Here? Them? Them Stay? Leverage Them?
Development?
Where Do We Need Do Leaders Get Off How Do We Foster What Opportunities Do We Help Them
Them? to a Good Start? Learning? Are Available? Succeed?
What Are the Key Do They Know What Do They Grasp Key Do They Feel Their Do They See the Big
Business Issues? the Strategy Is? Strategic Issues? Work Matters? Picture?
How Long Before
What Needles Are Are They Getting the Where Do We Need Do We Have “A”
They Are Truly Up to
We Trying to Move? Right Results? to Upgrade? Talent in “A” Roles?
Speed?
4. MANAGING LEADERSHIP TALENT
How We Add Value
Strategy Recruitment Development Retention Succession
Establish Select Right Curriculum Identify Risks and Assess Talent at
Leadership Brand Candidates Development Priorities All Levels
Move People into
Craft Employee Acquire Best-Fit Positioning and Tailor Value
the Right
Value Proposition Candidates Internal Marketing Proposition
Opportunities
A Blend of
Build Leadership Effectively On- Articulate Career Level-Based
Development
Pipeline board Paths Programs
Experiences
Hi-Po and
Drive Business Strategy Resource Strategy Focused Action Learning
Emerging Leader
Strategy Centers Programs Teams
Programs
Application Tools
Link Activities to Transition Optimize Turnover Effectively Fill
and Action
Impact Programs Rates Strategic Roles
Planning
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