Developing Leadership Talent
June 2008, Pfeiffer
Chapter 1: The Talent Imperative.
Miscues in Developing Leadership Talent.
The DLT Approach.
Is Your Organization Ready to Develop Leadership Talent?.
Getting Started with DLT.
Chapter 2: Business Strategy/Organizational Needs.
Assessing Business and Organizational Needs.
What to Look For.
Where to Look.
How to Assess.
Chapter 3: Implications for Leadership.
Implications for Individuals and Organizations.
Identifying Leadership Implications.
Chapter 4: Leadership Competencies.
A Leadership Competency Framework.
Choosing Your Framework.
CCL's Model of Leader Competencies.
Developing a Competency Framework.
Chapter 5: Gaps, Skills, and Target Populations.
Fundamentals of Gap Analysis.
Level of Skill Development.
Identifying Target Populations.
Chapter 6: Development Strategies.
Principles of Development.
Building Developmental Experiences .
Developmental Job Assignments.
Structured Development Programs.
360-Degree Feedback Tools.
Chapter 7: Implementation.
Thinking About Implementation.
Garnering Support and Managing Resistance.
Chapter 8: Ongoing Evaluation.
A Framework for Evaluation.
Focusing the Evaluation.
Guidelines for Designing and Conducting the Evaluation.
Using Evaluation Findings.
Appendix A. CCL Leadership Competencies List.
Appendix B. CCL Leadership Competency Profile Tool.
About the Authors.
David Berke is a principal at Lorsch, Berke, and Associates, a firm that specializes in succession, talent management, and leadership development.
Michael Wakefield?serves as?manager of trainer development for the Center?for Creative Leadership.
Michael E. Kossler is a senior enterprise associate at the Center?for Creative Leadership.?
The Center for Creative Leadership is a top-ranked, global provider of executive education that develops better leaders through its exclusive focus on leadership education and research.