Strategic Leadership Talent Retention, Succession and Pipeline Development

Can you risk the cost of losing and replacing the most strategic leadership talent you have?

“My main job was developing talent. I was a gardener providing water and other nourishment to our top 750 people. Of course, I had to pull out some weeds, too.”

— Jack Welch

SLS Global works with you to successfully identify specific needs related to people, operational processes, and organizational culture in order to prepare your organization for rapid growth and change. SLS Global empowers your organization to enter into, win and retain exceptional leadership talent.

Employee related costs account for approximately 70% of a company’s operating expense.

Can you risk the cost of losing and replacing the most strategic leadership talent you have?

Leadership talent, one of the greatest assets that contributes to your company’s profits and success, drives current productivity and predicts future financial growth and organizational success. Yet, if your strategies are the same now as two years ago, you are behind the curve in the global war for the best leadership talent.

We offer special programs for:

  • Women – retention, succession, “next level” coaching, corporate officer preparation.
  • Diversity – Men and Women, Pipeline Development and retention.
  • Millennials – attract, engage, develop and retain the youngest generation of workers.
  • Strategic high value Employees (employees who possess proprietary and strategic skills and information required for your organization to succeed in the future) – retain, develop and prepare for succession.
  • International leaders & teams – cultural coaching, organizational assimilation, leadership success.

“I wasn’t sure about Leadership Coaching when HR and my boss first approached me. Then I realized that the people around me who had Executive Coaches were the senior executives. The Coaching is not just a perk; it shows that my company cares about my getting what I need to move faster and further. They want me in the senior executive ranks. I am very excited about my future.”

– RW, Senior Manager, Mid-West