We are planning a program to identify fast trackers for building a healthy leadership pipeline. The idea is to provide them with ample growth opportunities to fuel their aspiration and potential. We want to get it right and not bruise egos or create misunderstandings. I would like your guidance on the points to be kept in mind while devising this program.
Fast-tracking HR
Dear Fast-tracking HR,
Building a talent pipeline is important for any organization. Here are a few elements for you to consider.
- The program has to be fair and based only on merit. There should not be any semblance/scope of bias and discrimination in the program. Everyone must get a fair chance to be identified as a fast tracker based on expected performance.
- After identifying the high-potential candidates, communicating who they are to others in the organization is critical. This can be very sensitive and has to be done with care.
- There should not be any doubts in the minds of other employees that they will be ignored or treated as second-class citizens. Consistent performers are your workhorses responsible for the growth and success of the organization.
- Keep a good mix. Identify women, persons with disabilities, and people from the LGBTQ+ community. Many companies have a diverse group at the entry level, but the same doesn’t reflect in the higher levels. You might want to utilize this opportunity to build your talent pipeline.
Here is an article that can help you understand how diversity at the leadership level is becoming important for companies.
With a focused and planned program, you are sure to crack the code with ease.
Wishing you the best!
