The leadership and management talent pipeline
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Transcript of The leadership and management talent pipeline
The leadership and
management talent pipeline
In a competitive global
economy, UK plc needs
capable leaders and
managers to drive
business performance
2 ©The Institute of Leadership & Management
ILM surveyed 750 UK
organisations to identify
the challenges they face
in recruiting and
developing skilled
leaders and managers
3 ©The Institute of Leadership & Management
What we found
©The Institute of Leadership & Management 4
9 out of 10 (93%) UK firms
say low levels of management
skills are having a negative
impact on their business
©The Institute of Leadership & Management 5
47% of employers say
lack of internal staff
capability is the biggest
barrier to ensuring a
pipeline of effective
leaders and managers
©The Institute of Leadership & Management 6
Most UK organisations
lack a functional talent
pipeline, with 43% having
no talent plan at all
©The Institute of Leadership & Management 7
Only 55% of managerial
vacancies are filled
internally
©The Institute of Leadership & Management 8
Only 18% expect
managers to have
received training before
appointed to a new role
©The Institute of Leadership & Management 9
Employers identified three skills as
crucial at every management level
• Communication
• People management
• Planning and organisation.
©The Institute of Leadership & Management 10
Key leadership characteristics are
hard to find in management
candidates
Employers struggle to find managers at all levels
who are emotionally intelligent, inspirational and
creative.
These are key skills for 21st century management.
©The Institute of Leadership & Management 11
So what is a talent
pipeline?
©The Institute of Leadership & Management 12
Talent pipeline means a joined-up
approach to leadership development
that enables the flow of skilled
individuals through an organisation
©The Institute of Leadership & Management 13
A talent plan is the means by which a
talent pipeline is implemented. This
involves defining, tracking and developing
leadership and management skills
©The Institute of Leadership & Management 14
Why is a talent strategy
crucial for businesses?
©The Institute of Leadership & Management 15
A talent plan enables the
introduction of skills development
before people take up the
responsibility for supervising others
It is critical to helping employers match
skills development with internal needs.
It ensures employers have a pool of
leaders and managers suitably skilled
to fill future vacancies.
©The Institute of Leadership & Management 16
Recommendations for
employers
© The Institute of Leadership & Management 17
Have a talent plan to match skills development
with internal needs
©The Institute of Leadership & Management 18
Provide training to develop skills and knowledge
prior to promotion
©The Institute of Leadership & Management 19
Develop these core sets of skills for managers
at all levels
• Communication
• People management
• Organisational planning.
©The Institute of Leadership & Management 20
Be aware of recruiting on technical ability alone
Technical experts with low leadership and management skills are
ill-equipped to progress into senior positions.
Recruiting this way, you are likely to end up with teams led by
‘expert novices’.
©The Institute of Leadership & Management 21
Look beyond your immediate recruitment needs
and consider your future needs
Select people who have the potential to develop in the future.
©The Institute of Leadership & Management 22
Thank you
www.i-l-m.com/talentpipline
About ILM The Institute of Leadership & Management (ILM) is
Europe’s leading management organisation. We believe that good
leadership and management holds the key to organisational
effectiveness and social and economic prosperity.
Visit our website www.i-l-m.com