Developing Talent

The Sixth Step in the Succession Planning Process

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In the complex journey of succession planning, developing talent is paramount. It’s one of the most important investments your organization will make — an investment in its greatest asset, its future leaders.

Recognizing the transformative power of deliberate development, SIGMA’s approach to developing talent is designed to transform succession candidates into visionary leaders ready to navigate the future landscape of your organization.

How it Works

Our talent development process is intentionally designed to foster growth and readiness among potential leaders. It begins with establishing a clear understanding of development needs and progresses through custom coaching and training designed to enhance leadership skills. The following is a step-by-step breakdown of our talent development process:

  1. Initial engagement: The talent development process begins with a clear communication to both leaders and potential candidates about the objectives and benefits of the talent development program. This initial phase is vital for building trust, setting expectations, and ensuring buy-in from all involved parties.
  2. Assessment interpretation: Participants engage in either group or one-on-one coaching sessions, where they learn to interpret and utilize the findings from their Leadership Skills Profile-Revised® (LSP-R) Focus Report. LSP-R assessments are completed at the assess development needs stage of the succession planning process. These coaching sessions lay the groundwork for personalized development plans by highlighting key strengths and areas for growth.
  3. Setting development goals: With the insights gained from the LSP-R, candidates work with SIGMA’s coaches to set specific, actionable development goals. This step involves identifying priority areas for growth and mapping out a clear path towards achieving these objectives.
  4. Personalized coaching and training: Based on the development goals set, candidates participate in a mix of one-on-one coaching and targeted group training sessions. These sessions focus on discussing current strengths and how to leverage them effectively, while also addressing identified skill gaps and fostering the critical competencies needed for future leadership roles. This approach ensures that each candidate receives the right balance of personal attention and collaborative learning experiences.
  5. Creating sustainable development plans: The final step involves drafting detailed, sustainable development plans with the support of SIGMA’s coaches. These plans include strategies for anticipating challenges to development and overcoming potential barriers. They are designed to be dynamic, allowing for adjustments as candidates progress and as organizational needs evolve.
  6. Ongoing support and resources: Throughout the process, SIGMA provides ongoing support and access to a wealth of resources, including development workbooks, action planning templates, Lunch and Learn seminars, and our Leadership Series. This ensures candidates have the tools they need to continue their development journey even after formal coaching sessions conclude.

By following this structured approach, SIGMA ensures that talent development is a practical, impactful journey that prepares succession candidates for the leadership challenges of tomorrow.

Why Work With Us?

Developing talent within the framework of succession planning presents a unique set of challenges that many organizations find daunting. SIGMA’s tailored approach to talent development offers strategic solutions, making us an indispensable partner in this critical phase. Our deep understanding of the obstacles involved in nurturing future leaders allows us to navigate these complexities with precision and foresight.

By choosing SIGMA for your talent development needs, you address and overcome several common challenges:

  • Mastering customized development strategies: Every organization has unique needs and goals. A one-size-fits-all approach doesn’t work when preparing the next generation of leaders. SIGMA creates custom development plans that are aligned with each individual employee’s career aspirations and the strategic objectives of your organization. This customization ensures that development efforts are both meaningful and impactful.
  • Overcoming resource limitations: Organizations often face the twin challenges of limited resources and the need for specialized training. SIGMA provides a comprehensive suite of resources, from one-on-one coaching to group training sessions. As a result, your internal capabilities are extended without overextending your budget.
  • Sustaining engagement and motivation: Keeping candidates engaged and motivated throughout the development process can be challenging. SIGMA’s coaching and mentoring services are designed to maintain high levels of engagement, ensuring that candidates remain committed and accountable to their development plans.
  • Adapting to change: The business world is constantly evolving, and so are the skills required for effective leadership. SIGMA’s agile approach to talent development ensures that your succession planning and talent development efforts remain aligned with changing organizational needs, market dynamics, and industry innovations.
  • Ensuring structured and objective talent development: At SIGMA, we utilize a scientifically validated leadership competency framework as the foundation for our leadership assessments. This framework facilitates the development of talent in a structured, standardized, and objective way. By focusing on measurable competencies and using data-driven assessments, we ensure that development efforts are fair, transparent, and aligned with best practices in leadership development.

The SIGMA Advantage

Partnering with SIGMA means more than just accessing our extensive toolkit and expertise; it means making a strategic investment in the future readiness of your organization’s leadership. Our commitment to understanding your unique challenges and tailoring our talent development services accordingly sets us apart, making SIGMA your ideal partner in developing the next generation of organizational leaders.

Data-Driven Methodology

Our tools, templates, and exercises don’t just standardize the process; they bring precision and clarity, underpinned by data.

Employee Engagement

Expertise and Experience

Utilize our team’s deep expertise in talent development, honed by years of working across diverse industries and organizational structures.

Cultural Leaders

Customized Approach

No two organizations are the same. Our solutions are tailored to fit the unique needs, culture, and strategic objectives of each client.

Meet the Team


Erica Sutherland, Ph.D.

Senior Consultant & Executive Coach

Erica completed her Ph.D. in Industrial-Organizational psychology at Western University. She is a Senior Consultant at SIGMA, where she delivers consulting services and Succession Planning solutions to clients. As a member of SIGMA’s executive coaching team, Erica works one-on-one with leaders to develop talent. She also brings her expertise in measurement and psychometrics to the R&D team, assisting with the development and validation of SIGMA’s many assessments.


Brittney Anderson, Ph.D.

Senior Consultant & Executive Coach

Brittney is a member of our coaching and consulting team. She brings her expertise in evidence-based practice to provide companies with leadership solutions that meet their needs. Primarily, Brittney helps her clients prepare for their future with succession planning and comprehensive leadership development programs. As an executive coach, she helps leaders hone their skills using a process-based approach to development.

Arieana Thompson, Ph.D.

Senior Consultant

Arieana is a senior leadership consultant. She believes in positively transforming the modern-day workplace through thought-provoking, evidence-based insights. Arieana is a subject matter expert in executive leadership, succession management, wellness cultures, and employee growth. In her work at SIGMA, she supports executive teams with succession planning and leadership development and assessment.


Glen Harrison is an organizational transformation consultant and succession planning expert. Over the course of his career, Glen has worked with one-third of the Fortune 500 list and with every level of government in Canada and the United States. Having worked with numerous clients to build robust succession plans from the ground up, Glen has extensive experience in the application of SIGMA’s products and services to help organizations realize their people potential.

To support your talent development initiatives, SIGMA offers various tools and resources, including: