This document provides a model self-nomination form for a corporate leadership program and details the strategic framework behind its development. It serves as a template for organizations looking to formalize their leadership development and succession planning processes.
Leadership Program Self-Nomination Form Example
The following sections outline the key information requested from applicants for the "Leadership First" program at First Consulting Group (FCG).
Nominee Information
- Nominee Name & Current Position
- Business Unit & Hire Date
- Education: Bachelor’s, Master’s, MBA, Other
- Special Certifications
- Speeches/Articles
- International Experience: A brief description of experience with international assignments or travel.
Recent Significant Achievements
Candidates are asked to briefly describe their most significant achievements and contributions to the organization over the past 12-18 months.
Nomination Rationale
The form requires a brief explanation of why the candidate believes they should be selected for the leadership program over others.
Developmental Value
Applicants must articulate what they expect to learn from the program, how it will benefit them personally, and how those learnings will in turn benefit the organization.
Career Focus
This section asks the candidate to describe the specific position they aspire to hold in the next two years and the unique contributions they feel they can make in that role.
Business Unit Head Comments
A space is reserved for the candidate's business unit leader to recommend or not recommend the person for the program and to state what position they envision for the candidate in the next 2-5 years.
Framework for a Leadership Development Program
The creation of the leadership program involved a structured, multi-step process to ensure executive buy-in and organizational alignment.
Initial Steps and Task Force Formation
The first step was to educate the Executive Committee on the issues and secure their commitment. Following this, a Leadership Development Task Force was formed with 18 Vice President and Director-level members. This task force worked with leadership expert Warren Bennis to assess the firm's leadership strengths, weaknesses, and future requirements.
Key Program Recommendations
The task force presented a framework with the following recommendations for the pilot program:
- Program Infrastructure: Appoint a program steward, link leadership attributes to performance development, and select 360-degree assessment tools.
- Succession Planning: Incorporate needs assessments and business unit plans into leadership succession, ensuring compliance with diversity initiatives.
- Nomination and Selection: Structure a transparent nomination process based on defined leadership behaviors, allow for self-nomination, and use clear selection criteria.
- Assessment-Based Development: Employ 360-degree assessments to define participant skills. Provide objective analysis and coaching to build individual development plans.
- Formal Learning: Include internal and external leadership development classes, potentially using an executive MBA style with business problem projects.
- Action Learning: Supplement classroom learning with mentoring, business projects, cross-training, job rotation, and specific readings.
- Reinforcement: Implement continuous 360-degree feedback, progress assessments, and performance reviews to reinforce learning.
- Alumni Functions: Use periodic learning activities and social events to maintain a sense of team among program graduates.
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