| Promotion from within is desirable for any company. | | | | Promoting the second type of star performer also has |
| Employees want to feel like they have an opportunity | | | | its challenges. Often this star performer does not have |
| to grow and advance in your company. If they do not | | | | all of the skills, attitudes and habits that are necessary |
| feel this way, you will lose the best of your employees | | | | to effectively perform in the new position. In order for |
| to other companies. Internal promotion doesn't happen | | | | the star performer to get the most out of your |
| by accident. It happens when a company has a culture | | | | corporate leadership training program you have to |
| of promoting from within and has corporate leadership | | | | have to identify the gaps between what skills they |
| training program that develops the potential of each | | | | have and what skills they need. Every employee is |
| employee. | | | | going to have different gaps even if they are coming |
| As your company continues to grow, there are going | | | | from similar positions and are moving into a similar role |
| to be star performers that emerge in your | | | | of responsibility. |
| organization. There are two types of star performers | | | | The goal of any corporate leadership training program |
| that you see rise up in your company. The first type is | | | | is to train leaders in the skills they need to perform |
| the person that really likes what he or she does for a | | | | successfully in their job. The organization has to have |
| living and has no desire to do anything else. The | | | | the culture that supports what is in the training. If not, |
| second type is the person who wants to perform well | | | | the training is useless. Develop a follow-up system and |
| so that he or she can advance, take on increasing | | | | demand accountability through a performance |
| responsibility and earn more money. | | | | management system so that your new leaders have |
| When promoting from within the first challenge is | | | | clear expectations of what is expected of them as |
| teaching your leaders how to identify the difference | | | | well as feedback and coaching. |
| the two types of star performers. If you try to | | | | By having a good corporate leadership training |
| promote the first type of star performer, unless the | | | | program, you will be able to promote more of your |
| promotion is simply more of what he or she is already | | | | employees within and they will be successful. This will |
| doing, you are often setting this person up for failure. | | | | increase the morale of your organization and make |
| No amount of training will overcome a lack of desire to | | | | your company a more desirable place to work. |
| take on more responsibility. | | | | |