Abstract
AbstractSelf‐nominations, combined with sophisticated assessment and selection tools, have produced a more diverse pool of highly qualified talent that IMI, a worldwide engineering company, is now grooming for its top 40 senior leadership roles. A three‐step nomination and selection process for the enterprise‐level Aspire program includes 360‐degree‐type performance assessments; online testing of potential that measures foundational capabilities and predispositions as well as accelerators in order to assign a norm‐based percentile standing; and an assessment center with simulations for gauging readiness for senior leadership roles. Those selected as Aspire participants are afforded a range of activities, geared to individual and organizational needs, that include training/education, on‐the‐job and business‐driven development, and relationship‐driven development. © 2009 Wiley Periodicals, Inc.
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