An eight to ten page integrative “thought” paper is required at the end of the course. The topic for your paper is up to you but must be related to the content of the course. Your paper should include the following four elements: a statement of the topic or problem you are writing about and why it is important to you as an organizational consultant, relevant research or expert commentary on the topic, key insights you have reached based on your study of the topic and best practices related to your chosen topic. Evaluation and grading are based on four equally-weighted standards: 1) quality of content and insights, 2) paper structure, flow, and art direction, 3) readability including sentence structure and grammar, 4) quality of research including number of references and adherence to APA guidelines. Papers are limited to no more than eight pages to focus your writing because the quality of your work is more important than the length of your work. Please submit your papers in PDF format with your last name as the first word in your file name.Here’s the outline to go by.
Building a Leadership Pipeline: A Strategic Approach to Identifying and Developing High-Potential Talent
- Why it’s important for companies: Organizations struggle with leadership gaps due to succession planning failures and lack of investment in talent development. This paper provides a strategic roadmap for companies to develop a future-ready leadership pipeline.
- Key Research Areas:
- The Burke-Litwin Model of Organizational Change and its role in leadership development.
- Open Systems & Sociotechnical Theory and how organizations must evolve leadership based on changing business environments.
- Identifying and nurturing high-potential employees (HiPos) for leadership roles.
- Best Practices:
- Implementing talent reviews and leadership assessments.
- Designing high-impact development programs for emerging leaders.
- Creating mentorship and sponsorship frameworks for succession planning.
- How this promotes your business: You position yourself as an expert in Talent Management strategy who can help companies retain and upskill top talent to fill leadership gaps.