MANY professional service companies are placing their high-potential people on a programme that is aimed at grooming them to become future leaders. Here are some of the development tracks at Deloitte:
- Mobility programme: Part of an experience-based leadership development is the rotation of employees across disciplines, divisions and geographies, to provide a more diverse base of experience and perspectives.
- Greater learning opportunities: Focus high-potential employees' attention on priority topics, including those that help build behavioural skills at a much greater pace, and other self-paced learning programmes that accelerate their growth.
- Opportunities for challenging work: Encourage them to take development initiatives outside of the classroom and put these employees in projects that allow them to solve real-world business issues, as a way to expand high-potential employees' perspectives on how the business operates.
- Mentorship: Pair high-potential employees with internal senior mentors so that they are introduced to years of knowledge and experience.