19 Nov
How many times have we seen business leaders struggle to fill senior roles from an internal talent pool?
How many times has HR had to explain why internal talent isn’t ready enough to take on more responsibility?
A lot of this goes away if organizations know exactly WHO to pin their organization’s future success on 🙂
We did exactly this and more for Nexus Select Malls! Jombay facilitated a Development Center for their Mid-Level Managers to scientifically assess them & ensure a robust pipeline for senior roles.
Here’s how we did it:
> Focused on themes relevant to the context – The Development Center was aligned to behaviors that were critical for the success of a Mid-Level Manager and were relevant to the organization. These included Result Orientation, Creativity & Driving Innovation, Business Acumen, Building & Fostering Relationships, Communication and Managing & Developing People.
> Integrated Assessment Experience – Each participant was viewed through a personality, behavioral and cognitive lens to build a holistic picture of them. Through this we were able to understand their personalities, critical thinking abilities and leadership styles.
> Informed Decision Making – Individual Reports, Competency-wise Scores and an Exercise Summary Report provided deep insights, identified areas of development & highlighted the potential of the participants on next-level readiness.
The result?
Through comprehensive assessments and a deep understanding of competencies, we equipped Nexus Select Malls with the insights needed to make strategic talent decisions!
If you too are looking for partners in running a development center for Succession Planning at your organization, feel free to reach out for a quick chat:)
