Workhuman has introduced its Workhuman Future Leaders program to strengthen leadership pipelines. The program is all about recognizing and nurturing talents within the organization. Moreover, it aims to reshape how companies approach leadership development.
The Workhuman Future Leaders program uses data-driven insights and recognition tools to highlight high-potential employees. Consequently, more informed choices will be made regarding the development of future leaders. Besides, the program ensures that performance aligns with business goals. Additionally, the program can easily integrate with current HR systems within companies. This ensures a smoother transition for companies adopting new leadership strategies. At the same time, it enhances employee engagement and retention.
“Future Leaders turns one of the most arduous and highest-risk processes in talent management into one of the clearest,” said Eric Mosley, CEO of Workhuman. “Now companies can know who their next generation of senior leadership will be, years earlier, with a level of confidence no other traditional process can match. This is succession planning re-invented, data-driven, evidence-based, and strategically precise.”
Data-Driven Approach to Leadership Development
The company designed the program to address modern workforce challenges. For example, it is difficult for many companies to recognize their future leaders in time. Thus, Workhuman gives practical recommendations that enable leaders to make appropriate decisions. Besides, the company highlights the significance of recognition in developing leadership qualities. Workhuman is convinced that recognition serves as a vital factor in motivating workers. Hence, this program unites information about recognition and performance. In general, the Workhuman Future Leaders program suggests a progressive solution to personnel management.
Important characteristics include:
- Use of data-based decisions: Uses actual evidence of the behavior in the workplace and HR information collected through regular interactions, thus eliminating the element of guesswork when appointing senior executives.
- Decreased risk when promoting senior managers: Enables identification of employees that show behavior similar to that shown by VP and above leaders in the organization.
- Increased value of internal candidates: Enables identifying the best employees with high potential who can make important contributions to the organization.
- Leadership development approach: Enables directing training activities towards those employees that have the potential to be successful senior executives.
- Successful leadership model: Identifies successful leaders that mentor and attract talented individuals who can help create more leaders within the organization.
Lisa Monaco, SVP, Head of Employee Experience, from Moody’s, said, “Seeing this in action was incredible. As a leader, I’m constantly pushing us to move from reactive talent decisions to something more predictive, and this is exactly what enables that.”
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News Source: Businesswire.com
