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Why is it that 68% of CEO’s admit they weren’t fully prepared for the job?

March 8, 2019

By Bob Jeske

The process for organizations to evaluate, challenge and prepare future leaders.

Vice President of SBTI Ray Young

This series of blogs (this is number 4) has already commented on personal attributes and leadership competencies of individual high potential future executive leaders.  This blog lists stretch assignment types to help them strengthen and prepare for the C-Suite.  Stretch assignment types are linked to strategic initiatives where the weight of a shared responsibility for successful outcomes is mandatory and senior management provides mentorship.  Stretch assignment types include: leading a large organization, managing a P&L, leading multiple regions or businesses, running a start up, overseeing a transformation and managing a corporate wide function.  Each of these either stresses or takes advantage of the individuals’ personal attributes and current leadership competencies in order to strengthen them.  As an example, when the strategic opportunity to manage a corporate wide function arises, this assignment type will stress, (develop) the manager’s leadership competencies of: change leadership, inclusiveness, collaboration and influence, and strategic orientation.  The individual will have to rely on and hone their personal attributes of curiosity, determination, engagement and insight to succeed.  For any of this to happen it’s assumed the organization has the high potential future leadership talent.  But, how does an organization even develop and recognize early career potential?  That will be addressed in the next blog.


Ray Young

Until then, please contact Bob Jeske at 512 353 7489 or bjeske@sbtimail.com and schedule a listening session where you can describe your unique challenges and we can discuss the adaptability of our services to your needs.

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