| Title | Short Description |
| Advanced Succession Planning: Next Generation Practices for Ensuring Your Organization's Future | This article offers methods and tools to integrate succession planning into workforce planning. |
| Campbell Leadership Index | Campbell Leadership Index (CLI) Provides feedback to an individual about personal characteristics that are directly related to the nature and demands of leadership. The survey quantifies the perceptions of the individual leader and selected observers, such as direct reports, peers and managers.
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| Center for Creative Leadership Assessment Suite | The Center for Creative Leadership (CCL) Assessment Suite systematically collects opinions about a manager's performance from peers, direct reports, the boss, the boss's peers, or people outside the organization. The tool includes four research-based 360-degree instruments with a consistent reporting format to help organizations create a common leadership language and consistent feedback process at multiple levels through the company.
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| Developing Transportation Agency Leaders: A Synthesis of Highway Practice | The report focuses on leadership development approaches in state Departments of Transportation (DOTs). It reports on retirement, retention and succession planning efforts in DOTs to develop and maintain effective leaders. |
| Growing the New Business Leader | This report provides models for succession planning to develop leaders who can address changing business needs. |
| Human Capital Flexibilities for the 21st Century | The National Aeronautics and Space Administration (NASA) set out to attract, retain, and develop its employees in a number of ways. One of these methods was to acquire human capital flexibilities through the NASA Flexibility Act of 2004. Based on reports from the Columbia Accident Investigation Board, NASA also intensified its focus on leadership development. To assist with these transformation efforts focusing on career and leadership development, Congress and NASA charged the National Academy of Public Administration (NAPA) with conducting an independent review of NASA's implementation of its newly acquired human capital flexibilities. NAPA was also to assess the agency's revised leadership framework and strategy and to suggest potential flexibilities. This report is the result of NAPA's review. |
| LEAD | LEAD is a CD-based tool from the Center for Creative Leadership that focuses on techniques for building critical leadership skills; it is based on more than 30 years of research on why successful executives derail. It is designed for managers who want to refresh their skills in a changing workplace; or for
managers in the early stages of their career who are seeking to learn new leadership skills. |
| Lominger Architecture Suite | Lominger is an international research and consulting company focusing on workforce development. The Lominger Architecture Suite uses a series of defined competencies to manage and engage the current workforce, assess the current workforce status, and plan for future workforce development and needs. |
| Montana Department of Transportation Career Development | The Montana Department of Transportation (MDT) encourages employees to identify strengths and the areas where they would like training or mentoring. Employees have the opportunity to create their own career plan and are given the training, tools, and encouragement they need to realize their goals. |
| Personnel Decisions International (PDI) Architecture Suite | Personnel Decisions International (PDI) is a global human resources consulting firm with expertise in building leadership talent. PDI offers a Talent Architecture Suite which promotes the use of a Talent Management Framework to create a competitive edge. The suite consists of several tools to manage and analyze workforce talent. |
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