Reporting & Structure
Most often the executive development function reports into the head of Talent Management, the head of HR, or into the Chief Learning Officer (CLO). In rare cases, it reports into an operating executive (i.e. COO). Executive development can be very effective under any reporting structure – what is key is executive level sponsorship and access to senior line leaders who can help ensure development is aligned with and supports the company's strategy.
Most often, the head of executive development will have additional resources working along side him/her. These may be in the form of direct reports, and/or HR business partners and shared resources in the Talent Management function. While the majority of executive development professionals are the more senior talent management professionals in the organization (based on expertise, education such as graduate degree, and tenure), in some cases and perhaps more frequently organizations are putting “outsiders” in charge of executive development who have not spent the bulk of their career in Talent Management or Human Resources (some examples include CBS Corporation and the U.S. Navy). Among the reasons for this are to bring a fresh perspective into the role and to bring strategy and operational expertise into the function. On the supplier side, there exists a rich ecosystem of development professionals; essentially any part of the executive development process can be procured from an outside firm or set of individual consultants and coaches.
Read more about this topic: Executive Development
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