7. Top-Down Implementation: Whenever our executive and leadership development efforts are aimed at organization change, our top management attends the programs first as participants. Then the programs are cascaded down throughout the organization.123458. High-Potential Identification and Development: Our organization has an effective process for identifying high-potential talent and accelerating its development.123459. Succession Management: We have an effective succession-management system that ensures that we have the right executive in the right job at the right time. Seldom are we forced to hire from outside the organization to fill a key executive-level job opening as a result of not having a qualified internal candidate prepared.1234510. Integrated Talent-Management System: We have a well-integrated talent-management system (recruiting, succession management, external and internal executive education, leadership development, on-the-job development, coaching/mentoring, performance management, retention, etc.) rather than independent, stand-alone processes.1234511. Measurement: We set clear, measurable objectives when we create new executive development strategies, systems, processes, and programs. Then we measure the effectiveness and business impact using metrics that matter to senior management and communicate the results effectively. 1234512. Top-Management Driven: Our top executives champion our executive development efforts. We have a senior executive advisory board. Our top executives attend the programs as participants so that they can role-model and reinforce what is being taught, and they also teach when appropriate.1234