Vous souhaitez développer un solide pipeline de leadership dans le domaine de l’acquisition de talents à l’échelle mondiale. Comment pouvez-vous y parvenir ?

Build a leadership pipeline on strong foundations - Trust, integrity, and solid principles. Look talent, spot potential, and set standards for what makes a great leader: thinking big, being globally minded, handling relationships well... Run programs to help your team: mentorship schemes and workshops, giving everyone a chance to learn and grow. Include everyone and bring in diverse voices and ideas. Look for people who walk the talk and commit to doing what's right. Make sure the world knows your company stands strong on principles from your actions. You'll attract leaders who share the same values and keep standards high. Do this, you'll not only grow great leaders but also make sure we're known for excellence along the way.

Assess Current Leaders: Utilize 360-degree feedback and talent reviews to identify strengths, weaknesses, and future skill needs based on market trends and technology changes. Define Ideal Leadership Profile: Determine the key skills and behaviors required for future GTA leaders. Develop & Acquire Talent: Bridge skill gaps within your existing team and consider external talent acquisition if necessary, ensuring a strong leadership pipeline.

1- Leverage predictive analytics to forecast leadership needs. 2- Focus on soft skills and cultural fit with behavioural interviews. 3- Expand searches globally for diverse talent pools. 4- Promote internal mobility and succession . 5- Implement inclusive leadership development programs. 6- Emphasize continuous learning and development opportunities. Utilize AI-driven talent acquisition software for efficiency. Build a compelling employer brand to attract top leadership talent.

Desired State: Define the ideal leadership profile for your GTA function, including: Skills & Behaviors: Key qualities needed for future leaders (strategic thinking, data analysis, etc.) Quantity: The number of leaders required Location: Geographic distribution of leadership team Selection & Development Criteria: Establish clear guidelines for: Identifying high-potential candidates Selecting leaders based on competencies & values Developing leadership skills through training or mentorship Leadership Pipeline Process: Outline a framework for: Identifying future leaders Assessing their skills and potential Developing their leadership capabilities Monitoring their progress and performance

Build Your Leaders: GTA Development Plan Tailor plans to each leader, covering key skills, training methods, and resources. Blend formal learning (workshops) with informal methods (mentoring, job rotations) to cater to diverse needs. Track progress and effectiveness through KPIs, surveys, assessments, and feedback.

Dedicated Team: Establish a team responsible for overseeing and supporting the execution of your development plan. Communicate & Engage: Implement a clear communication plan that keeps GTA leaders and stakeholders informed and involved throughout the process. Adaptability is Key: Maintain a flexible approach, allowing you to modify the plan based on feedback and results.

Long-term Commitment: Sustain investment in leadership development for continuous growth and retention. Regular Review & Update: Adapt the plan to meet evolving needs of your GTA function and organization. Recognition & Reward: Foster a culture that celebrates and rewards the achievements of your GTA leaders

- Encourage Cross-Functional Exposure: Provide opportunities for high-potential individuals to gain exposure to other departments, such as HR, business operations, or talent management. This cross-functional exposure broadens their understanding of the organization, hones their business acumen, and helps them develop a holistic perspective on talent acquisition. -Establish Succession Planning: Identify key leadership positions within the team and create a talent pool of potential successors. Continuously assess and groom individuals for these positions, ensuring a smooth transition when leadership vacancies arise.

Spot Talent Early: Identify high-potentials using performance metrics. Custom Development: Tailor development plans for leadership and GTA skills. Mentorship: Connect emerging leaders with experienced mentors. Cross-functional Projects: Provide exposure across departments and regions. Continuous Learning: Promote leadership workshops and industry conferences. Feedback Loops: Use regular feedback for progress tracking and plan adjustments. Succession Planning: Keep succession plans updated for future leadership needs. Cultivating a culture that values growth and adaptation is essential for a robust leadership pipeline.