Are you grooming your
next generation of leaders?

Help your leaders and high-potential employees succeed

Whether you are working to improve your current leadership or grooming the next generation of leaders, career planning/pathing can help employees maximize their potential.

See how our career planning/pathing could help your leaders.
Contact us to learn more.

Career planning/pathing

Consider who benefits

Organizations preparing for long-term success and continuation

Organizations seeking to retain and groom high-potential candidates

Businesses preparing for management and/or ownership transitions

Organizations seeking to identify next-generation leaders and enhance overall management depth

Consider the benefits

Help identify, groom and train key employees for success and promotion

Prepare next-generation or other management in succession planning

Enhance employee satisfaction and productivity by better matching positions to employee knowledge, skills, abilities and interests

How AGH's career planning/pathing can help your organization

Career planning/pathing is a specialized form of coaching for high-potential employees or current leaders as a way of helping them become more successful in their careers. It may be used in a variety of circumstances, but career planning/pathing is often appropriate when an organization's leadership is evaluating and grooming a next generation of either family or non-family employees to take on additional responsibility. It may be used as a tool for high-potential employees the organization wishes to retain, or as a standard part of training and professional development for executives when they reach a certain level of management.

Career planning/pathing often begins with assessments of the employee's strengths, weaknesses, skills, abilities and interests. An AGH advisor then can use assessment results to spark further discussion about the employee's interests as well as personal and professional goals. Together, the advisor and employee create a profile of what a career matching the employee's interests, skills and abilities might look like. If the employee and employer agree to proceed, the advisor and employee may then develop an action plan with next steps, deadlines, and follow-up meetings to strengthen accountability and commitment to the career plan. Meetings between the advisor and employee can be structured based on need and level of employer support determined.

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Marjorie Engle

Senior Vice President
Org. Development & Family Business Services

Marjorie Engle guides clients and their companies through executive coaching, transition and succession planning, organizational analysis, conflict management, and corporate strategy development. A specialist in assessing and developing family councils, advisory boards and boards of directors, she has extensive experience with family-owned, closely held, and public companies across many industries, as well as with not-for-profit organizations.

Marjorie holds a certificate in Family Business Advising with Fellow Status from The Family Firm Institute and is a certified coach with Family Business Partners. She is also a certified Change Leader.

Carrie Cox

Vice President
HR & Org. Development Services

Carrie has experience in a variety of human resource functions, including labor laws, compensation structures, employee classification, benefits administration, performance management and human resource best practices. She has served clients in a number of industries, including manufacturing, construction, banking, government, and not-for-profits. Carrie is a member of the national and local chapters of the Society of Human Resource Professionals (SHRM) and serves on the Wichita chapter board of directors.

She is a certified practitioner for the Myers-Briggs Type Indicator® and the Hay Group’s Emotional and Social Competency Inventory. Her additional certifications include Certified Professional Coach from the Academy of Creative Coaching, Professional in Human Resources (PHR) from the Human Resource Certification Institute, and SHRM-CP designated by the SHRM.