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Selecting, Developing, & Engaging Leaders at All Levels
2
©2015 QUALTRICS LLC.
The recording for today’s presentation will be available on-demand at talentweek.com. Along with other content and webinars from Talentweek.
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Housekeeping
Presenter, Paul Glatzhofer
Paul Glatzhofer, M.A. obtained his Master’s degree in
Industrial/Organizational Psychology from Xavier University in 2006. Paul
now leads Select International’s Leadership Solutions vertical. He works
primarily with organizations who are implementing selection and
assessment systems for leaders and executives. His work includes;
project implementation, job analysis, competency and skills validation,
selection system design, applicant tracking, EEOC & OFCCP reporting,
ROI analysis, and ongoing feedback development. Prior to joining Select
International, Paul worked for Global Lead Management Consulting in the
Consulting division where he delivered human resources, leadership,
diversity and inclusion consulting and training.
Agenda
1. Why is this important?2. Best practices in leader selection and development3. Succession planning and HiPo identification4. A new paradigm for leader development and
engagement5. Are millennials changing the game?
Common Customer Challenges We Hear
How can I ensure I retain the leadership
talent in my organization?
RETENTION
Who are the high-potential employees I need to retain for the
future?
HIPO IDENTIFICATION
My leaders don’t have enough
time to develop or help others
develop.
DEVELOPMENT
How can I identify and
select the best leaders?
SELECTION
How can we move towards a culture of open feedback and
continuous improvement?
FEEDBACK
How do we put a future plan in place for key
leadership roles that are essential to our business?
SUCCESSION PLANNING
What Keeps a CEO Up At Night?
They don’t have enough
TIME$14 BILLION
A N N U A L L Y
American companies spend
on leadership anddevelopment training
C-level Concern?
HUMAN CAPITAL
#1
What Keeps a CEO Up At Night?
38%of new leaders
FAIL
in the first 18 months 50%
FORGET
of what they learnnearly
within
Adult learners
2 weeks
FORGET
Why Do Leaders Fail?
Ten Fatal Flaws that Derail Leaders, Zenger and Folkman, 2009
• Lack Energy and enthusiasm• Accept their own mediocre performance• Lack clear vision and direction• Have poor judgment• Don’t collaborate• Don’t walk the talk• Resist new ideas• Don’t learn from mistakes• Lack interpersonal skills• Fail to develop others
Looking at 360 degree feedback from over 11,000 senior leaders, those who failed or were rated in the bottom 10%:
Good Leaders Increase Retention
Outstanding leaders
RETAINmore
Top Talentthan other leaders
Employee Salary
Bottom Line Costto Replace
$100,000
$250,000
$500,000
$250,000
$625,000
$1,250,000
Average Cost to Replacea Bad Hire:
2.5xsalary
History of Leadership AssessmentWHY
is leadership assessment and development stagnant?
• Manual process with very little ROI after the leader is hired.
• No pull through to development.• Difficult to engage decentralized
and remote employees.• Managers need to spend an
immense amount of time finding ways to develop their staff.
The Results?
Identifying Transformational Leaders Capable of Developing Others
Leader Selection
• Focus should be on…
• Identifying individuals with leadership KSA’s• Identifying leaders who are capable of developing• Identifying leaders who are motivated to develop• Identifying leaders who “fit” into the role/org
• Assess managerial leadership traits (e.g., delegation, coaching, results focus)
• Individual online assessment
• Automatic reports available immediately
MANAGERHiring
DIRECTORHiring
Leader and Executive SELECTION
VP/EXECUTIVE
Hiring
• Assess higher level leadership traits (e.g., empowerment, influencing skills, teamwork)
• Battery of predictive assessments with an optional assessor interview
• Selection reports with interview probes
• Robust assessment battery assessing VP and C-level traits (e.g., EI, learning agility, etc.)
• Assessor interview integrated into process for increased prediction
• In-depth selection reports with interview probes and coaching recommendations
Developing Your Leaders• Need to think about engaging our leaders in a new way
• Providing tools that can help in the developmental process which includes real-time behavioral feedback
• Development – on-demand
• Feedback – much more than just once year (e.g., 360)
FORGET 50% 2 weeks
adult learners
of what they learn
nearly
within
FORGET
• Targeted based on individual assessment data
• Suggestions by competency area
• Development planning tools
Developmental REPORTS
Developmental RESOURCES
Leader DEVELOPMENT and COACHING
Real-Time FEEDBACK
• Access to over 800 resources in the learner portal
• Ongoing access to resources
• Success Coach® real-time feedback portal
• Feedback from Trusted Others
COACHING
• Assessment debriefs
• Ongoing coaching calls to develop IDP
• Ongoing 1-on-1 coaching
Succession Planning & HiPo Identification
• Why is this important?• Who does it well?• How do you do it?
• Define what drives performance
• Benchmark against the traits that differentiate top leaders
DEFINE Success
Identify BENCH
STRENGTH
Succession Planning & HiPo Identification
Develop & EngageHiPo’s
• Diagnose the readiness of your talent pool(3 P’s)
• Understand your current talent through the use of assessment
• Assess the “fit” of the individuals whom you identified
• Accelerate development for your leaders
• Develop and engage your HiPo’s and other leaders who need development
Leader Success Profile
*Cognitive ability and learning agility have been shown to be the single best predictor of job performance regardless of
industry or job level.
Are Millenials Changing the Game?
• Most organizations think they
• They are!!!!
• AND…they aren’t!!!
Weekly Monthly Quarterly Annually0
20
40
60Millennials
Non-Millennials
How often do you prefer to get feedback?
Virtually everyone wants feedback more often than once a year!
Leadership Success Programs
Succession PlanningHi-Po Identification
Identify, develop, and engage future leaders
Leader and Executive SELECTION
Identify leaders who are most likely to succeed
360 & Real-TimeFEEDBACK
Build an on-demand feedback culture
DEVELOPMENT & COACHING
Provide developmental resources and coaching
Thank you
Please send questions or inquiries to
Paul GlatzhoferLeadership Solutions Manager
Select International, Inc.P 412-847-5295