Healthcare
HR/L&D
Healthcare System Installs Leadership Infrastructure Organization-Wide
Representative example of building systematic leadership development replacing ad hoc programs
The situation
- A growing healthcare system faced constant leadership gaps as the organization expanded
- Every promotion created a scramble to find successors, often resulting in costly external searches
- Leadership development happened reactively based on immediate needs rather than systematic planning
What broke
Why training alone wasn't enough:
- High-potential employees identified but not systematically developed over time
- Promotions occurred before candidates demonstrated leadership readiness
- No structured pathway from individual contributor to formal leadership role
- External hires brought credentials but struggled with organizational culture
- Development investment showed no measurable return on leadership pipeline health
What we installed
The infrastructure that created lasting change:
- High-potential identification criteria with transparent process and communication
- Structured emerging leader development pathway with defined milestones
- Leadership readiness assessment framework integrated with succession planning
- Mentor matching system with accountability structure and guided conversations
- Promotion readiness checkpoints providing visibility into pipeline health
Reinforcement cadence
How we made behaviors stick:
- Monthly skill focus with practical application assignments tied to real work
- Peer cohort learning sessions for emerging leaders across departments
- Quarterly mentor touchpoints with development feedback and adjustment
- Stretch project reviews aligned with readiness criteria and career progression
Early wins
Typical progress indicators at each milestone
30 Days
- Early indicators: first emerging leader cohort identified and enrolled
- Development pathway communicated organization-wide with visible executive support
60 Days
- Typical outcomes: mentor relationships active with structured touchpoints
- Stretch assignments underway providing development and visibility
90 Days
- Representative results: pipeline visibility established for next 12-18 months of promotions
- Early indicators of reduced time-to-ready for leadership transitions
What we learned
- Pipeline visibility changes everything-you cannot manage what you cannot see.
- When you can see who's ready and who's developing, succession planning becomes proactive rather than crisis management.
- The mentor structure created accountability that supervisor-only development lacked.
The guiding shift
- Less fixing, more guiding
- Less control, more clarity
- More ownership from teams
Recommended Solutions
This example represents typical outcomes from similar engagements. Your results will depend on your organization's context, commitment, and willingness to install and maintain leadership infrastructure.
Could this work for you?
Let's discuss what realistic outcomes might look like for your specific situation.