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    WebinarResources 2008 60 min

    The Next Level

    Scott will share a new approach to building high potential leaders, illustrate the approach to through the Sallie Mae experience, have a "lessons-learned" conversation about the approach. Every day, high performers are tapped to be executives and then left alone to figure out how to succeed in their new role. On the contrary, companies like Sallie Mae have not left these transitions to chance and have instead chosen to support the success of leaders who are moving upwards. In this webinar, Michael Hynes (VP - Leadership Development for Sallie Mae) and Scott Eblin (author of The Next Level: What Insiders Know About Executive Success) share their results from the Next Level Leadership group coaching program in place at Sallie Mae. They provide a high level overview of the benefits of a program that supports the individual as well as leverages the experiences of the group to achieve a larger, organizationally focused impact. Sallie Mae reports several key success metrics such as improved leadership effectiveness, a significant promotion record of program alumni, and outcomes that have been sustained well beyond the original program by those groups that continue to work together to drive business improvements.

    Presenter

    SE

    Scott Eblin

    Key Takeaways

    • 1.Companies often fail to support high-performers who are promoted to executive roles, leaving them to figure it out alone.
    • 2.Sallie Mae successfully uses the Next Level Leadership group coaching program to support leaders moving into new executive roles.
    • 3.Group coaching leverages the collective experience of the participants to create a broader organizational impact.
    • 4.A structured approach to leadership transition leads to improved leadership effectiveness and higher promotion rates for alumni.
    • 5.Program alumni can continue to work together, sustaining the program's benefits and driving long-term business improvements.

    The Challenge: Thriving After a Promotion

    Many organizations promote their top performers into executive roles and then leave them to sink or swim. This lack of support during a critical career transition is a missed opportunity. Without a structured framework for success, newly appointed leaders are left to figure out their new responsibilities alone, a process that can be inefficient and fraught with unnecessary challenges.

    A New Approach to Executive Development

    Scott Eblin, author of The Next Level: What Insiders Know About Executive Success, presents a proven approach for developing high-potential leaders. Instead of leaving transitions to chance, this model provides intentional support to ensure leaders are not only prepared for new challenges but are also equipped to drive sustained business improvement and organizational success.

    Case Study: The Sallie Mae Experience

    This webinar features the real-world application of this approach at Sallie Mae, presented by their VP of Leadership Development, Michael Hynes. Sallie Mae implemented the Next Level Leadership group coaching program to formalize support for its rising leaders.

    The program focuses on:

    • Supporting the individual leader through their unique transition.
    • Leveraging the collective experience of the group for peer learning and problem-solving.
    • Achieving a larger, organizationally-focused impact beyond individual development.

    The Power of Group Coaching

    The Next Level Leadership program is built on a group coaching model. This allows executives in transition to learn from one another in a structured environment. It fosters a peer network that enables leaders to share experiences, gain diverse perspectives, and learn collectively, which is often more impactful than individual coaching alone.

    Measuring Success and Long-Term Impact

    Sallie Mae tracked several key success metrics from the program. They reported significant, measurable outcomes, including:

    • Improved leadership effectiveness: Participants demonstrated enhanced capabilities in their new roles.
    • High promotion rates: A significant number of program alumni advanced within the organization.
    • Sustained business impact: Graduates of the program often continued to collaborate, driving business improvements long after the program concluded.

    This session explores critical strategies for cultivating high-potential leaders and facilitating their transition into executive roles. It delves into the importance of structured support rather than leaving aspiring executives to navigate new responsibilities alone, drawing lessons from real-world applications that remain highly relevant in today's dynamic business environment.

    What you'll learn

    • A new, effective approach to developing high-potential leaders for executive positions.
    • Insights into how companies like Sallie Mae successfully implement and sustain leadership development programs.
    • The benefits of group coaching and peer learning for executives in transition.
    • Key success metrics for measuring the impact of executive development initiatives.
    • Practical strategies for fostering improved leadership effectiveness and promotion readiness.

    Who this webinar is for

    • HR professionals focused on talent management and leadership development.
    • Organizational development leaders seeking innovative program designs.
    • Senior executives responsible for identifying and nurturing future leaders.
    • High-potential individuals aspiring to executive-level roles.
    • Anyone interested in the strategic support required for successful leadership transitions.

    Why it matters now

    In an era of rapid change and competitive talent landscapes, effectively preparing high-potential employees for executive leadership is paramount. Organizations cannot afford to lose valuable talent due to inadequate transition support. This focused approach ensures leaders are not only prepared for new challenges but also equipped to drive sustained business improvement and organizational success. The insights shared from robust, long-standing programs highlight the enduring value of investing in structured leadership pathways.

    How leaders can apply this

    Leaders can apply the principles discussed to design or refine their organization's executive development programs. Consider implementing:

    • Structured coaching and mentorship: Don't leave high-potential leaders to figure it out alone; provide active support.
    • Group learning environments: Foster peer networks that allow leaders to share experiences and learn collectively.
    • Clear success metrics: Define what success looks like for leaders in new roles and track progress systematically.
    • Long-term engagement: Create opportunities for program alumni to continue collaborating and driving business initiatives, extending the program's impact. The insights shared by Scott Eblin, author of The Next Level: What Insiders Know About Executive Success, emphasize the importance of making leadership transitions a deliberate, supported process rather than a trial by fire.

    Organizations can significantly improve their leadership effectiveness, retention rates for top talent, and overall business outcomes by investing in the deliberate growth of their executive pipeline.

    About this session

    Key takeaways

    Watching this webinar gives you grounded, practical perspective on Talent Management. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Scott Eblin's direct experience.

    Who this is for

    CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.

    Why it matters now

    Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about Talent Management.

    How to apply it

    Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.

    Frequently asked questions

    Topics

    Talent Management

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    The report format includes executive summaries, research-backed articles, company examples, methodology notes, and practical implications for retention, hiring, culture, leadership, and employee experience. New research and analysis is published on an ongoing editorial cadence at /workplace-report.