Leading businesses of every size, in every industry have begun to define effectively managing talent as a key to their success.  Ensuring the free flow of talent from increasingly strained markets (e.g., engineering, teaching, healthcare providers, and craftsmen) are becoming the center-piece of business strategy.  In this context, leadership is at an all-time premium.  In response, Boards of Directors are pressing management teams to develop pipelines of leadership talent that meet strategic needs and can become sources of competitive advantage.

NEXT SUMMIT has been partnering with client organizations for years to help them to create competitive strength through leadership.  Our thought leadership and consulting services in this arena includes the following:

      *Succession Management and
        Accelerated Development;

      *Break-Through Executive Coaching;

      *Research on Leadership Excellence

SUCCESSION MANAGEMENT & ACCELERATED DEVELOPMENT – There is a great deal of published guidance about how to build a succession planning process.  In addition, there has been a documented evolution in thought and practice, migrating from more traditional “replacement planning” toward building a robust “leadership pipeline.”  We have helped many companies master this “talent management infrastructure.”  In our experience, however, the focus on putting a “system” in place results in a grand focus on sophisticated, time-consuming efforts to identify talent and track development—land less focus on accountability and results, or the cultural change necessary to realize the desired results.

Putting a succession “System” in place is a necessary, but not sufficient step toward finding that place where leadership supply meets demand for your organization.  The most critical keys to Succession for Value include the following:

     *An inseparable link to business planning
       
     *A bias for action and primary focus on
       closing gaps in strategic capability and
       readiness (not rating talent or
       managing a talent database)

      *Assessing the capability of high-
        potentials against next-level
        requirements to identify needs

      *Allocating development resources to
        optimize returns (selectivity)

      *Enhancing learning and visibility via
        assignment-based learning

      *Influencing both the demand & supply
        side of the leadership capacity equation

      *Making dedicated resources available 

      *Making succession and development a
        “Top Three” priority for executives with 
        measurable goals and accountability

      *Creating a leadership-driven culture via
        rewards, transparency, link to strategy,
        promotion from within, and pipeline
        responsibility for every manager.

We look forward to any opportunity to discuss your most strategic business needs and how to find that place where leadership supply meets demand. 

          Click on one of the following
                 links to learn more 

                 SUCCESS STORIES
            Including "CFO Readiness"
            and "Succession for Value"

        CONTACT NEXT SUMMIT about our
        succession & development services

EXECUTIVE COACHING – It’s been written and it’s been said by many clients...“There are as many things called “coaching” in today’s marketplace as there are coaches.”  Nearly all executive coaches, and certainly the most effective ones we know, regard this as a negative for our industry.  That said, our approach to coaching at NEXT SUMMIT was built in response to two compelling factors:  (1) What works (creates measurable results), and (2) Those things that are intuitively critical in the eyes of those who purchase our coaching services (Boards of Directors, CEOs, Chief Talent/HR Officers).  The right-side column on this web page illustrates our approach to what we call “Break-Through Executive Coaching.”  We invite you to compare this description to your priorities and your organization’s leadership and coaching needs.