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Leadership Development

Leadership Development is a technique used to identify and strengthen the qualities an individual needs to be an effective leader. We provide coaching for new executives entering organizations, emerging leaders or high potential managers gaining new responsibilities, and executives and managers targeting specific leadership behaviors or strategic initiatives.
  • Executive assessments — Current or high potential leaders are assessed on general leadership competencies. A feedback and coaching session involves instrumental advice on how to improve the individual’s leadership skills.
  • Leadership competency modeling — A customized survey and interview sessions with key employees will be used to determine the specific competencies that lead to leadership success in your organization. Once these competencies are identified, they can be used to hire, evaluate, and develop current and future leaders for your organization.

360 degree surveys

Multi-rater (360º) Feedback is a developmental tool used in many top organizations to assess management and executive-level employees. This instrument is used to obtain anonymous feedback on critical leadership competencies from that individual’s supervisors, peers, direct reports and, if applicable, customers. After all individuals have completed the online questionnaire, combined results are reported to the individual along with coaching suggestions and tips. 

Succession planning

Identifying and developing the next group of organizational leaders is critical to the continued success and growth of organizations. We assist organizations in evaluating key positions of responsibilities crucial to their continued success.

We can also assist your organization in building leadership bench strength. This is accomplished by evaluating your high potential employees on leadership competencies required for future success. We also provide suggestions for continued professional development.

  • Grow your own leaders.
  • Provide succession planning.
  • Provide leadership or talent audits during times of transition

Plante Moran’s talent and organizational development team assessed not only our HR department, but the individuals within it. It caused us to re-evaluate the composition of that department and we made a number of changes. We could not be the organization we are today if we hadn’t made those changes. From a CEO’s perspective, it is really nice to have a neutral and objective assessment that will pick up things you might miss.

Michael Poulos, CEO
Michigan First Credit Union