Developing Leadership Bench Strength

© CMOE “…the consequences of poor or non-existent succession planning include reduced performance, higher turnover of senior management, market share loss to more aggressive and fo

© CMOE Why Bother?

© CMOE

“…the consequences of poor

or non-existent succession

planning include reduced

performance, higher turnover

of senior management, market

share loss to more aggressive

and focused competitors,

vacancies over the next

three to five years At the

same time, 76% are

“less than confident” in

their abilities to

adequately staff these

positions

© CMOE

than CEOs who were appointed before that date

to be fired

© CMOE Well, That’s Sobering

© CMOE

So, What Can I Do About It?

© CMOE

Create a Process

Align the people

strategy with the

business strategy

http://www.cmoe.com/blog/communicating-your-strategic-vision-to-your-team.htm

© CMOE What Next?

© CMOE

“A recent study of

strategy-to-performance gaps shows

that there is an average

shortfall opportunities

missed, or performance loss

of 37 percent A significant

contributor to such gaps is

the failure to have the right

leadership resources in

place—who can also

effectively translate the

strategy into actionable

priorities.”

—Harvard Business Review, 2005

© CMOE

That takes some effort

We’d like to help

© CMOE

CMOE’s Approach to

Leadership Development

© CMOE

“If you put fences

around people,

you get sheep

Give people the

room they need.”

—William McKnight,

Former Chairman of 3M

© CMOE

Leadership-Development Workshops

improvement

http://www.cmoe.com/custom_learning_solutions.htm

© CMOE

Leadership-Development Workshops

opportunities, and business simulations

virtual, or blended-learning format

http://www.cmoe.com/products.htm#leaderdevelopment

© CMOE

Why Choose CMOE?

© CMOE

Why Choose CMOE?

designers, facilitators, and consultants

http://www.cmoe.com/whycmoe.htm

BlueCross Blue Shield

Department

of Defense

A Few of Our Clients

http://www.cmoe.com/history_experience.htm