The Leadership Pipeline is a model in which companies move employees upwards within the organization, nurturing leadership at each stage. Over 30 years in the making and with inputs from a vast number of companies that have tried different versions of the model, the Leadership Pipeline model was developed. The model provides companies with strategies required to grow their future leaders in-house to ensure succession and continuity in the organization.
The model is based on six steps and when followed, offers a world of benefits to the company. The first step starts at the bottom with the junior-most employees and teaches them how to first manage themselves and then start managing others. With each step, the managing responsibilities of employees grow until they have reached a point where they are ready to manage the whole organization. Each company’s Leadership Pipeline can be streamlined to suit the needs of that company. The required strategies should be kept in mind when designing a mentoring program for the organization.
How do companies benefit from a solid Leadership Pipeline?
Restructuring the hiring process: With the Leadership Pipeline model in place, companies restructure their hiring process to recruit the best talent right from the start. With every new employee being hired with the intention of them becoming a manager someday, companies look for different qualities in each candidate.
The process improves the pool of new talent that enters the organization. With junior-most employees more aligned with the values of the company, it becomes easier to mentor them for leadership roles as they gain more experience. This also increases operational efficiency.
Improving employees’ skillsets: The Leadership Pipeline model requires employees to be trained and mentored at every stage of the way. The model pushes for upgrades in employee skillsets resulting in the growth of the employees themselves and the organization. As employees are better equipped with the skills and knowledge to address challenges, they become more confident, can take on more responsibility, and produce better results.
Employees are also motivated by the fact that they are being groomed to take on leadership roles in the future. This knowledge further fuels their desire to learn and increase their productivity. Higher performing employees benefit the organization as a whole.
Retaining company values: Because leaders are being grown in-house as part of the Leadership Pipeline model, it is possible to keep them aligned with company values. When these employees are finally at a stage where they are taking on the roles of senior managers, the company value system is already ingrained in them and becomes second nature.
The model provides a huge advantage over hiring new talent at the higher-up level, because it is harder to train a senior employee to follow the company value system. Senior employees come with their own set of values which can at times be at conflict with the organization’s method of operating.
Better chance to identify potential: Another big benefit that the Leadership Pipeline model brings is the ability to identify potential leaders early on. Not all employees who join the company will be cut out to be managers someday. By careful observation of employees right from day one, the company has a better chance of selecting those that show greater potential to lead, mentoring them for managerial roles. Other employees can also be mentored by playing to their individual strengths and helping them develop in areas they fall short.
The Leadership Pipeline Model works from the inside of an organization, providing it with perfectly trained leaders to carry on the company’s work. With the model, the transition from new employee to manager is smooth and enriching.