For several years, we have been helping leaders implement a Leadership Pipeline Process (LPP) in their countries. An effective Leadership Pipeline Process guides a leadership team through these three steps: 1) IDENTIFY leadership needs (current and future), 2) ASSESS the readiness of potential leaders, and 3) DEVELOP the leaders for those future roles.
The process focuses on the quantity and quality of leaders, the number of leaders needed for specific roles, and the non-negotiable skills and mindsets required for each role.
The new Mindset and Skill Shifts resource is designed to help you prepare potential leaders for the roles.
Keith Beyar, leader of Leadership Development & Human Resources (LDHR) for Cru Central & Eastern Europe (CEE), has been using the new Mindsets and Skills Shifts tool. He writes:
Keith recommends that leaders contextualize the tool when necessary. For example, some of the resources listed on the document were not helpful options for CEE staff, so they added a couple of things that they have used in their area, both country-specific and all-Area sponsored resources. Some things they included from the CEE context:
- materials from their ELP (ELI) program
- Focused study on the Leadership Framework
- Material emphasizing the desired Organizational Culture
- Suggested organizational trainings (BPMT, New National Team Leader Training)
This is an excellent time to consider ways to grow for the future. Check out the Mindsets and Skill Shifts document for your personal leadership development and for those who are on your team.
Let us know what you think!
What are your best practices for developing your leadership pipeline and preparing leaders for new roles?
4 thoughts on “Mindset and Skill Shifts for New Levels of Leadership”
We are going to try this doc in our next LPP conversation. We were going to use the ‘Leadership Turns’ chart, but this one is more linked to LF, which helps our leaders identify and associate their theoretical understanding of Cru’s LD to our real practice. We appreciate the specific wordings related to the Heart and Relationships – ‘share authentic self with the team, invites feedback, vital growing spiritual life that is lived out in community with vulnerability and transparency, ‘connecting deeply’.
Thank you so much for these resources! Very helpful.
So glad to hear! Thanks for letting us know. We’d love to hear how it works in your LPP conversation.
This is very timely and salient personally and as a team leader. Thanks for highlighting this tool.
This is really helpful, Terry. And thanks for sharing your experience, Keith!