We are aiming for an exit in three years and need to strengthen our middle management pipeline so the business is not dependent on a few key people. How do we build this talent pipeline quickly?

Question

Tyler Smith · Accepted Answer

To make your company highly attractive to buyers, you must prove that your business can run smoothly without you or your senior leadership team. This requires a robust middle management layer. Start by identifying the key seats on your Accountability Chart that present a single point of failure. Once identified, design a clear talent strategy using Predictive Index behavioral targets to define the ideal profile for future leaders in those seats. To build this pipeline cost-effectively and quickly, look to local workforce development programs, apprenticeships, and internship programs. Implementing a structured internship program is an excellent way to source and test hungry talent with low initial risk. Have your current department heads mentor these emerging leaders. This process actually develops your current managers' leadership skills, moving them up the levels of leadership. When your managers teach others, they solidify their own mastery of the EOS® tools. Make sure every apprentice or new hire is onboarded directly into your weekly Level 10 Meeting™ rhythm so they learn the operational discipline from day one. By creating a self-sustaining talent engine, you show potential buyers a scalable organization with a deep bench, which significantly increases your exit valuation.