A public health network needed to determine their bench strength for leadership roles, understand the diversity of their leaders, and ensure that all subgroups of employees were being developed equally. The Exeter Group:
The Board of Directors suspected that not all employees were being developed equally, that the number of diverse leaders was too low, and that time-to- fill for key positions was very high. The CHRO needed to:
Exeter developed a Top Performer Profile for each of the network’s 18 departments. These profiles help leaders understand key competencies that are necessary to be successful in their departments as well as identify development opportunities that will help them advance in the organization.
Using the assessments and Top Performer Profiles, Exeter developed Career Development Plans for 34 top performing leaders in the organization to immediately begin improving bench strength for critical positions in the organization.
Finally, Exeter developed a phased approach to implement Succession Development to all employees, trained all leaders with direct reports to assess their teams and create Career Development Plans, and project-managed the roll out of the initiative to all 6,000 employees.