Pro-active: An emerging leader is on your radar, you don't want to lose them to the competition while "that position" opens up, you need to send culture message: "We invest in our leaders", and/or you know what got them here won't get them there... some "tweaking" of business behavior is in order

Incentive: Your culture is about the people; this year a few select leaders will not only receive a "job well done" merit raise but the career-impacting investment of a coaching engagement a individualized road map to even greater success.

Re-active: A leader's business behavior is hurting them and costing you with undesired turnover, disengaged direct reports, HR complaints, office conflict, low productivity; it has become a corrective measure you hope to keep the employee.