Guest Commentator: Eric Herrenkohl, Executive Coaching and Career Services, Managing Director, AchieveNEXT @achievenext
How can middle market companies better develop their talent for future leadership roles throughout their organization?
Most middle market enterprises are so lean and so focused on growth and ensuring that their operations keep up with their success that they don’t have time to waste on pie in the sky leadership development programs. Instead, the top-performing middle market enterprises that we work with create talent performance programs that use tailored performance scorecards. These scorecards clearly explain how top performance is measured, what it means to the current and future customers and people they work with, and intentionally craft roles and compensation plans for those people rather than just taking the people and shoving them into existing jobs and legacy plans.
Gen X and millennial workers dislike a cookie-cutter approach but grudgingly tolerate it. Gen Z just walks out the door. There are proven ways to efficiently tailor roles for top people that completely align with the financial interests of the enterprise. Leaders in middle market companies must stay current in their approach to keeping their rising stars, or they will lose these people to leaders (and companies) that are more in tune with the times.
AchieveNEXT recently published a “best practices report” titled: Helping Your Managers Succeed. Contact me at eric.herrenkohl@achievenext.com for a copy of this report and to answer any questions you have.
AchieveNEXT is a member of the Chamber’s Middle Market Action Team (MMAT), a consortium of leaders driving rapid growth in companies with annual revenues between $10 million and $1 billion via targeted programs and strategies.
