Are You Effectively Developing Future Leaders? An Excerpt from Our Diagnostic Survey

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An excerpt from our leadership diagnostic survey. Are these statements true of your organization? If yes, then you likely have a good idea of what it takes to develop leaders in your organization. If no, consider taking the steps we describe in "Four Steps to Developing Your Nonprofit's Future Leaders."

Below is an excerpt from our leadership diagnostic survey. Are these statements true of your organization? If yes, then you likely have a good idea of what it takes to develop leaders in your organization. If no, consider taking the steps we describe in "Four Steps to Developing Your Nonprofit's Future Leaders."

  • Our performance management processes (e.g., annual evaluations, goal-setting) support effective leadership development and succession planning.
  • Employees with the potential to move into leadership roles have development plans in place that identify areas for development and sources of development support.
  • Employees are held accountable to and evaluated on their progress on their development plans.
  • We have sufficient quality opportunities for employees to gain new leadership skills via on-the-job opportunities (e.g., stretch assignments, new project in their existing roles).
  • We have sufficient quality opportunities for employees to gain new leadership skills via mentoring and coaching.
  • We have sufficient quality opportunities for employees to gain new leadership skills via formal trainings.
  • The development opportunities we offer to employees are effective in building more capable leaders.
  • Employees view our organization as a place where they can develop their leadership skills.
  • Employees are supported through their transition when they move into a leadership role.
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