The Uks Leadership And Management Talent Pool: A Cause For Concern!
Recent research conducted by the Institute of Leadership and Management has highlighted
that the current situation of the UKs leadership and management talent pool and pipeline is a major cause for concern.
The research conducted by the Institute of Leadership and Management explored the challenges UK businesses face when recruiting and developing accomplished leaders and managers. The research uncovered some startling facts.
Of the businesses researched 93% believe that low levels of management skills will have an impact on them achieving their business objectives. The research found that many organisations lack a useful talent pipeline and many organisations have no plan for developing future talent.
Nearly 50% of employers surveyed recognised a lack of capability in house as the principal barrier to an effective management pipeline. The research also showed a lack of investment in leadership courses, training and development and a distinct lack of strategies for developing talent. If these development strategies are not in place then employers will struggle to overturn the skills shortfall.
Startlingly, the research also discovered that only 55% of managerial vacancies are filled internally as organisations struggle to find suitable managerial candidates internally. The study also found that as the seniority of the vacancy increases the proportion of internal appointment decreases, suggesting that the talent pipeline is not working as required.
Worryingly it was discovered that only 18% of employers expect managers to have had some sort of management training before being appointed. Therefore, four out of five organisations often promote people to management roles without undertaking any management courses or management training.
Finally, the research conducted by ILM showed that organisations that had a graduate recruitment programme also tended to have a more reasoned strategy for managing and developing talent throughout their organisation. ILM also found that many organisations and employers felt that universities could do much more to prepare graduates for the workplace by developing the skills and attributes required of new managers.
In order to combat these problems ILM recommends several steps. Firstly, organisations should create a talent plan which will enable an organisation to match skills development with the internal needs of the organisation. It is also essential to train potential managers before their appointment to ensure they have basic skills needed to successfully perform in their new role. The research also recommended that organisations look to the future, creating a talent pipeline and invest in the development of future leaders and managers. Finally, the research found that employers should focus on developing the right skills; communication, people management and organisation and planning.
The full report can be read by going to http://www.i-l-m.com/research-and-comment/11196.aspx.