1. Project Process Leading for Impact®: Building Future Leaders
Session 0

2. Welcome to the Building Future Leaders Project!
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Welcome to the Building Future Leaders Project!
Overall Goal
More effectively
build the leaders and team you will need to deliver greater impact
What are your specific goals?

3. Note: Insert months of each working session
The project is organized around five working sessions, which will be timed as follows
Session 1: Kickoff and identify competencies (Month)
Identify (via leadership diagnostic survey) where current management practices are effective (or not) in building leaders. Assess current and future needs to understand the kind of talent the organization requires.
Session 2: Finalize competencies and plan communications (Month)
Create (or refine from existing) core and leadership competencies tailored to the organization. Create a plan for communicating changes in leadership development processes to staff.
Session 3: Conduct talent development review (Month)
Apply your newly-developed competencies for evaluating performance to holistically assess all of your direct reports.
Session 4: Co-create development plans and create individual succession plans (Month)
Translate assessments of individual team members into actionable development plans anchored in job-embedded learning.
Session 5: Set goals and create action plan (Month)
Set goals for the continuous improvement of your leadership development efforts and develop a plan to track progress.
Note: Insert months of each working session

4. WORKING SESSION WITH BRIDGESPAN
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We will follow some variation of this structure around each working session
Complete an individual assignment
Occasionally, team or sub-team work will be necessary
PRE-WORK
With full team: Discuss implications of team assignment
WORKING SESSION WITH BRIDGESPAN +
(Also, we will schedule CEO calls prior to a few of the sessions to ensure that we are aligned and prepared)

5. Everyone on the team has a role to play
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Everyone on the team has a role to play
Project Lead
CEO
Senior Team
Advisor
Key roles
Coordinates the project
Ensure that team assignments completed
Helps facilitate team discussion
Champions the project
Helps facilitate team discussions
Carries out the project
Consists of direct reports to CEO
Structures and guides project
Available during and in between check-in calls
Required meetings
Five working sessions (~monthly)
Additional short check-ins with Bridgespan (as needed)
Regular calls with TBG advisor
All team and individual calls and meetings

6. Performance review processes Leadership development processes
Let’s discuss what you do today with respect to performance reviews and leadership development
Performance review processes
Element
Where you are today
Timeline of key activities (e.g. review deadline, frequency)
Sections of review form (e.g. job targets, competency assessment, development plan)
Leadership development processes
Element
Where you are today
Description of current approach to development plans
Description of existing development supports (e.g. training curricula, mentoring programs)
Existence of succession plans for CEO and leadership team positions
Existence of leadership goals/targets (e.g. on dashboard)
Note: Populate this on the pre-kickoff call with the Project Lead and CEO; then you’ll review this populated template with the full team at Session 1

7. Next steps Bridgespan: Send link to leadership diagnostic survey
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Next steps
Bridgespan:
Send link to leadership diagnostic survey
Send out other pre-work to complete before Session 1
Follow-up regarding recommended changes to your current process
Your organization:
Confirm members of senior team who will participate; communicate project and expectations to them
Complete leadership diagnostic (entire team)
Send (electronic) copies of all materials in pre-launch checklist to Bridgespan (see next slide)
Schedule all working sessions
Schedule check-ins with CEO

8. Note: Before sending this, check off any materials we already have
Building Leaders project: Pre-launch checklist of materials needed by Bridgespan
Background on the organization
Organization chart, including senior team members and their direct reports
Performance review processes
Description of current performance review process (e.g. timeline of key activities, performance criteria used)
Forms, templates or other materials used during the performance review process
Leadership development processes
Current succession plans for CEO and/or members of the leadership team
Description of existing development supports (e.g. training curricula, mentor programs)
Example of development plans used for individuals
Leadership development goals or targets (i.e. metrics on dashboard)
Description of board of director’s role(s) in leadership development (if applicable)
Sending copies of these materials to Bridgespan before the project launch will help us make the most of our time together
Note: Before sending this, check off any materials we already have