Full Potential Talent Pool

A manager who is capable of moving imminently to the next leadership level in Smiths Group.

• They have been with Smiths Group for at least two years in order for performance and their engagement with the Smiths culture to be fairly assessed
• Their performance appraisals demonstrate that they have performed well above expectations of their current role in both delivering results and leadership behaviour against the Smiths Leadership Model.
• They are fluent in English or if lower in the organisation are developing their English.
• They are fully engaged and have a clear desire to progress their career and have indicated a willingness to be open to job moves.
• Their desire for an international, regional or local relocation is clear.
• They have a development plan

Development Strategies

• The key development requirements will need to be identified for the proposed career path considering the requirements for the role in terms of technical ability, experience and emphasis in any leadership behaviour. This development should happen prior their promotion to such a role. Development strategies might include:
• Career moves out of their functional area of competence
• High investment in development such as executive development programmes
• Coaching
• An appropriate senior leader mentor
• Involvement in general management projects
• Cross cultural training