Long
-
Term
Leadership
Development
Goals
01
Think
strategically
and
shape
the
long
-
term
vision
ST RAT EGIC
Move
from
solving
today
’
s
problems
to
setting
the
agenda
two
to
five
years
out
.
Synthesize
market
trends
,
anticipate
competitive
and
technological
shifts
,
and
translate
a
long
-
term
vision
into
a
direction
the
organization
can
actually
execute
.
Success
looks
like
:
the
organization
’
s
roadmap
and
operating
plan
trace
back
to
a
strategy
you
set
,
not
one
handed
to
you
.
02
Build
and
empower
high
-
performing
teams
PEOPLE
Develop
a
repeatable
pattern
for
hiring
exceptional
talent
,
delegating
genuine
ownership
,
and
removing
barriers
.
Hold
a
high
bar
while
giving
teams
the
autonomy
to
own
outcomes
rather
than
execute
tasks
.
Success
looks
like
:
teams
you
lead
deliver
independently
of
your
day
-
to
-
day
involvement
,
and
people
leave
the
team
as
stronger
leaders
than
when
they
joined
.
03
Deepen
emotional
intelligence
and
self
-
awareness
PERSONA L
Recognize
how
your
emotions
,
biases
,
and
stress
responses
shape
interactions
—
and
use
that
awareness
to
respond
with
intention
rather
than
reaction
,
especially
in
high
-
pressure
or
conflict
-
heavy
moments
.
Success
looks
like
:
colleagues
describe
you
as
composed
and
even
-
handed
;
you
can
name
what
triggered
a
difficult
reaction
before
acting
on
it
.
04
Master
executive
communication
and
influence
ORGA NIZAT IONA L
Communicate
with
clarity
and
conviction
to
every
audience
—
board
,
executives
,
peers
,
and
frontline
teams
.
Simplify
the
complex
into
a
point
of
view
that
moves
people
,
and
deliver
difficult
messages
with
candor
and
care
.
Success
looks
like
:
you
can
align
a
skeptical
stakeholder
in
one
conversation
and
a
large
room
in
one
meeting
—
no
authority
required
.
05
Build
a
coaching
and
mentorship
culture
PEOPLE
Shift
from
solving
problems
for
your
people
to
developing
their
ability
to
solve
problems
themselves
.
Make
coaching
conversations
a
routine
part
of
your
cadence
and
give
feedback
that
is
specific
,
timely
,
and
growth
-
oriented
.
Success
looks
like
:
people
you
mentor
get
promoted
;
your
1:1
s
are
remembered
as
the
place
they
learned
to
think
,
not
just
to
report
.
06
Lead
change
with
clarity
and
steadiness
ORGA NIZAT IONA L
Become
a
leader
people
trust
through
reorganizations
,
transitions
,
and
uncertainty
.
Diagnose
the
human
side
of
change
,
communicate
the
why
and
the
what
repeatedly
,
and
create
early
wins
that
build
momentum
.
Success
looks
like
:
during
the
next
major
change
,
your
team
’
s
engagement
and
productivity
hold
steady
because
they
trust
the
direction
and
the
storyteller
.
1 / 3
07
Decide
well
under
ambiguity
ST RAT EGIC
Hone
the
judgment
to
make
timely
decisions
with
roughly
70
percent
of
the
information
—
knowing
when
waiting
for
the
final
30
percent
costs
more
than
it
saves
.
Be
explicit
about
confidence
levels
and
willing
to
revisit
when
new
data
arrives
.
Success
looks
like
:
your
decisions
are
on
time
,
are
explained
clearly
,
and
you
are
known
as
someone
who
adjusts
quickly
without
treating
revision
as
failure
.
08
Develop
the
next
generation
of
leaders
PEOPLE
Take
personal
ownership
for
succession
.
Identify
emerging
talent
early
,
give
them
visible
and
stretching
opportunities
,
and
ensure
every
key
role
—
including
your
own
—
has
credible
successors
being
developed
today
.
Success
looks
like
:
the
organization
promotes
from
within
for
key
openings
,
and
at
least
one
person
could
step
into
your
role
within
twelve
months
.
09
Foster
innovation
and
psychological
safety
ORGA NIZAT IONA L
Create
conditions
where
people
propose
bold
ideas
,
challenge
the
status
quo
,
and
admit
mistakes
without
fear
.
Make
useful
failure
part
of
the
learning
loop
so
the
organization
tests
and
learns
faster
than
competitors
.
Success
looks
like
:
ideas
flow
from
levels
that
used
to
stay
silent
,
and
the
best
new
initiative
this
year
came
from
someone
two
levels
down
.
10
Broaden
commercial
and
enterprise
perspective
ST RAT EGIC
Understand
the
business
end
to
end
—
P
&
L
,
capital
allocation
,
customers
,
and
market
dynamics
—
so
every
decision
you
make
strengthens
enterprise
value
,
not
just
your
function
.
Lead
as
a
business
leader
who
happens
to
head
a
function
.
Success
looks
like
:
you
can
defend
a
proposal
by
its
economic
logic
,
and
peers
across
finance
,
sales
,
and
operations
treat
you
as
a
commercial
peer
.
11
Cultivate
a
distinctive
,
trustworthy
presence
PERSONA L
Be
known
for
a
clear
set
of
values
,
a
calm
and
consistent
demeanor
,
and
follow
-
through
that
makes
promises
meaningful
.
Build
a
leadership
identity
that
people
can
name
—
without
bravado
and
without
being
all
things
to
all
people
.
Success
looks
like
:
when
asked
,
people
describe
your
leadership
style
in
three
consistent
words
—
and
those
words
match
how
you
want
to
lead
.
12
Sustain
long
-
term
resilience
and
purpose
PERSONA L
Manage
energy
—
sleep
,
recovery
,
focus
,
and
relationships
—
and
stay
anchored
to
purpose
,
because
leadership
is
a
long
arc
of
setbacks
and
ambiguity
.
Model
the
boundaries
and
renewal
you
want
your
teams
to
adopt
.
Success
looks
like
:
after
a
demanding
quarter
or
a
public
failure
,
you
recover
quickly
,
stay
curious
,
and
still
find
genuine
meaning
in
the
work
.
P UT T IN G
T H E
LIS T
IN T O
P R ACT ICE
01
Select
no
more
than
three
goals
to
focus
on
in
a
12-
month
cycle
—
one
from
any
domain
you
find
hardest
.
02
Define
one
observable
,
behavior
-
based
measure
of
success
for
each
selected
goal
.
03
Review
progress
quarterly
with
a
trusted
peer
,
mentor
,
or
coach
.
04
Revisit
the
full
list
annually
and
re
-
prioritize
as
your
role
evolves
.
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Leadership
Development
Plan
·
Long
-
Term
Goals
Adapt
to
your
role
,
industry
,
and
current
stage
of
leadership
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