The following Practice Management guidance note Produced in partnership with Beth Pipe of Bellis Learning Solutions Ltd provides comprehensive and up to date legal information covering:
This Practice Note explains how nurturing and developing home grown talent can be beneficial to a firm, keeping important skills and knowledge in-house as well as being a useful motivational tool for ambitious and talented individuals. Recruitment is an expensive and time-consuming activity, especially when you are recruiting to fill senior level positions—growing your own leaders can be far more time and cost-effective.
This Practice Note covers:
how to spot potential
coaching and development for leaders
personal development plans for future leaders
The most important question you must ask yourself is: what leadership skills do we need now and will we need in the future? You need to know exactly what you are looking for before you can start looking for it.
Key skills required of leaders include the ability to:
drive and manage change
identify and develop future talent
foster creativity and innovation
coach and develop others
execute the organisation’s strategy
build customer satisfaction and loyalty
improve employee engagement
make difficult decisions
Each firm will have its own specific requirements and it is important to identify what the most important skills are for leaders within your firm.
Many firms will have a set of partnership promotion criteria which clearly outlines what is expected of an individual before they can be considered for partnership. A balanced scorecard
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