Many of the most successful leaders learned how to manage people, on the job, while gaining experience in various positions. They have usually worked in different types of job and in different countries throughout their career. One company, General Electric, is very well known for allowing and encouraging such diverse career paths for their leaders.
This group has many different businesses around the world, so it is rather easy to satisfy the needs of its managers to work in a variety of environments and product lines. Typically, you should offer your managers working at small plants or small business, diversity when you want them to develop and grow, advises the management.about.com website.
What is good in long term, isn’t easy in short term
However, when the company doesn’t intervene by nudging its leaders to take advantage of such a swap, it often doesn't happen. Managers fear big changes because moving for your job to new areas is simply risky. It is risky for both the manager who is to change location as well the hiring manager.
How to implement manager exchange program
Managers who plan staffing should cooperate with talent managers to prepare a list of positions that could be filled with a candidate picked through the program. These positions are developmental by design. Leading a small business is a great example.
The positions may be new openings and the roles may be created for the sake of development of future leaders. Try to be sure to get your CEO’s approval, just in case some other top manager might want to stop your initiative.
Identifying candidates
These need to be truly high potentials. In the future they will be the senior leaders. Put together a list of names with a brief summary of their experience and development needs. Then HR professionals will help senior leaders pick the right candidates for each position.
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