This Week in Leadership
Sustainability and the Search for Talent
Savvy firms understand that young people want to work for organizations that cut down their carbon footprints, says best-selling author Daniel Goleman.
One of the major challenges companies face is maintaining a steady pipeline of “ready now” candidates to move up into positions of greater scope and responsibility. This challenge raises two questions: How can leaders get to know their organization’s talent on a deeper level as a prelude to individual career and organizational planning decisions? Then, how can companies also develop those individuals to support their emergence as fully qualified leaders?
To address these dual needs, Korn/Ferry International created LeaderSuccessionSM, a customized program of individual assessment and feedback, group learning, and executive coaching. In 2002, Korn/Ferry launched this initiative at Novartis, the global pharmaceutical and healthcare company, to identify, develop, and mentor its future business leaders.
Accelerated leadership development and succession: Korn/Ferry's impact at Novartis reveals the impact of LeaderSuccession with Novartis executives and how the program’s positive influence extended into unanticipated areas across the company. Additionally, the paper discusses what the program has taught Korn/Ferry about leadership and the essential elements, commitments, and approach that are key to its success.