Grow each high-potential person toward leadership through real experience, and set the rhythm that keeps the bench building, so potential becomes readiness.
In Build the Bench, after identifying high-potential people, one plan per person.
The best leadership development is real work that stretches someone, paired with guidance, not a class. It builds on the general growth practice in your staffing work rather than replacing it, so use that for their overall growth and this for growing them toward leadership.
| Person | Stretch experience that gives real leadership practice | Mentoring or exposure (to the board, to bigger decisions) | Targeted learning | By when |
|---|---|---|---|---|
A bench built once decays if the practice stops.
Development is working when your high-potential people are getting real leadership experience, deciding things, leading projects, sitting with the board, not just being told they have promise. If the plans are all learning and no stretch, they will not build leaders. And if the rhythm in Part B is blank, the bench will stall after the first burst, which is the most common way pipelines quietly die.
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