A focused approach to developing and coaching high potential employees to take on bigger roles, thus creating the leadership pipeline for the organization.
Many organizations are looking to develop and coach their high potential employees to take on bigger roles and also as a part of succession planning to build their leadership team. Some of the challenges they come across are a lack of a competency framework to measure the success and identify possible areas that an individual can improve. Another challenge is to identify the strengths of an individual to help him/her leverage on the same. Organizations are also aware that if this potential is not tapped into and nurtured at the right time they could end up paying a very high price in terms of the employees looking for opportunities outside the organization and the cost of finding a right replacement.
Here’s where Pegasus expertise can help in creating the leadership pipeline in the organization. We can use different approaches to do this; first being identifying an individual’s potential while observing a group that is engaged on an experiential learning program; the other being the organization has already identified a Hi-Po individual and would like Pegasus to work with him/her.
We can apply this to develop high potential teams in an organization by partnering with them through different interventions (Experiential Learning, Group Coaching & Consulting) and leading them to the desired goal or business impact.
Finally, interventions that lead to building a competency framework, aligning to a company’s values & visions are all engagements that help organizations to measure, calibrate and guide high potential individuals or teams to be more successful.