Retaining Leadership Talent
Issue: A large, national non-profit organization recognized that turnover among leaders in its chapter offices was increasing and that in most cases there was not sufficient bench strength to fill these positions.
Solution: The Odyssey Group developed competency models and development paths for leaders as part of an integrated talent identification and development effort. Competencies were used to identify potential talent and to develop current leaders for increasing responsibility. The related development planning and identification of alternate paths for developing the skills and knowledge needed to continue growing in the organization was formalized into an accelerated high potential development process.
Result: Over the first 2 years that this competency-based process was in place, turnover among chapter leaders decreased nearly 75%. People throughout the organization used the information on leadership models to plan for their development and nation-wide committees and task forces allowed emerging leaders to test their skills and knowledge.