At iMentor, we’ve been faced with an age-old question: When a management position opens up in our organization, do we promote an individual contributor who is great at their job, eager for next steps, and overall a high potential employee but lacks supervisory experience and training and whom we may not be able to adequately support? Or do we hire externally, facing the significant challenge of hiring great middle managers who are a sure fit with our management culture?
As Managing Director of Talent at iMentor, Kim worked with her team and with support from the American Express Foundation to create a formal program to invest in leadership development. Her goal is to train “high performing, high potential staff…to build a strong bench for future roles requiring leadership and management skills.” Curious how they did it? Find the full article here.
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