How can you ensure that your organization has the right mix of effective leadership and skilled talent to position itself at a competitive advantage? By developing a leadership strategy that integrates and tightly aligns business strategy, operations, and financial planning, with culture, organization development, and leadership capability. Such a strategy forces leaders to think long-term to ensure that the business plans they drive strategically incorporate leadership development as a key component. This Infoline presents a simple, business-centric model that will help you build a leadership strategy for your organization in four simple steps: 1. linking business strategy to leadership and organization capability needs 2. assessing the talent portfolio against current and future leadership capability needs 3. implementing the leadership strategy 4. measuring and sustaining traction. This issue includes assessments to help you understand the business landscape and what your organization's current leadership portfolio and strategy needs to drive business goals.
Annmarie Neal is a corporate psychologist and the founder of the Center for Leadership Innovation. She is also the author of the book Leading from the Edge (ASTD, 2013). With more than 25 years of experience working with multinational firms, she advises venture capital investors, boards of directors, and executive teams on the alignment of business strategy with innovative talent management and leadership practices. She holds a doctorate from the California School of Professional Psychology ---Alameda/Berkeley. Formerly, she served as the Chief Talent Officer for Cisco Systems and First Data Corporation. She can be reached at email@example.com. Learn more about her new book Leading from the Edge: Global Executives Share Strategies for Success (ASTD Press) and follow her on Twitter. Daniel Sonsino is the chief HR officer of Grocery Outlet where he is responsible for the company's human capital strategy playbook.