1 WHITE PAPER BY LOREN APPELBAUM EXECUTIVE CONSULTANT, SUCCESSION MANAGEMENT PRACTICE, DDI MATTHEW PAESE, PH.D. PRACTICE LEADER, EXECUTIVE SUCCESSION MANAGEMENT, DDI WHITE PAPER WHAT SENIOR LEADERS DO: 1 WHAT SENIOR LEADERS DO: THE NINE ROLES OF STRATEGIC LEADERSHIP Advancement from the operational to the strategic level represents one of the most critical and challenging professional transitions a leader can make. And not all leaders can make the move successfully. The frequency of senior executive failure, churn and turnover is significant. Articles such as Fortune magazine s Why CEO s Fail (1999) provide numerous high-profile examples. A study by Manchester Consulting estimates that four in 10 senior leaders fail within the first 18 months on the job (Across the Board, 2000). According to Drake Beam Morin, Inc., two thirds of all major companies worldwide have replaced their CEO at least once since 1995 (Bianco, Lavelle & Merritt, 2000), and a DDI survey of Corporate Leadership Council members found that approximately three fourths of companies worldwide are not confident in their capability to effectively staff strategic leadership positions over the next five years (Corporate Leadership Council, 2000). From McKinsey s The War for Talent (Chambers, Foulon, Handfield-Jones, Hankin & Michaels, 1998) to the recently published Grow Your Own Leaders (Byham, Smith & Paese, 2000), more and more executives have recognized the importance of recruiting, identifying and preparing effective leaders; it remains one of management s highest priorities. With the speed of change facing business today, the need for effective senior level strategic leaders, who can formulate and execute business strategies to produce desired results, is seen as critical to the very survival of the business. Contrasted with operational leaders, whose primary role is to manage day-to-day business operations, leaders who transition from operational to strategic leadership must assume a variety of key roles to achieve longerterm strategic business results in pursuit of profitable sales growth, increased market share, implementation of change, and the strategic alliances that will help achieve these goals. Quite often, one of the biggest barriers to success in making the transition to strategic leadership is a lack of insight into the roles that leaders need to assume at the senior strategic level. A taxonomy is needed that defines and helps to clarify the nature of these roles and the transition leaders must make to perform well in these roles. This in turn will help better prepare leaders to be successful, and to provide a framework for their development and deployment. DEFINING THE SHIFT FROM OPERATIONAL TO STRATEGIC LEADERSHIP Based on extensive experience in assessment, development, and coaching of senior leaders, DDI has identified nine such roles (see sidebar on the next page) that characterize senior strategic leadership. These roles describe the situations of senior strategic
2 2 leadership, and reflect the most vital and important functions of today s successful leaders. While strategic leaders are not typically engaged in all nine roles all the time, they will often be involved in situations related to more than one role at any given time. The relative importance placed on each role is dependent upon the business situation in which the leader is engaged. Thus, in one situation a strategic leader may initially be focused on developing a longrange course of action or set of goals to STRATEGIC LEADERSHIP EXPERIENCE Just because leaders have been highly successful in operational/functional roles doesn t ensure their success as senior strategic leaders. Yet organizations routinely rely on these very people to move into these critical roles. The result senior strategic leaders who are unprepared to effectively deal with the situations and challenges they must face. Through the powerful content and hands-on leadership simulation of Strategic Leadership Experience, participants will learn how to think and act more strategically to strategize ways to grow the business, gain acceptance of their strategies, and execute them to achieve desired business results. Session Objectives Helps leaders: > Improve their ability to deliver better business results by applying the nine leadership roles in the workplace. > Bridge the gap from operational to strategic leadership. > Minimize derailers that can impede their success as a senior leader. > Establish peer networks across organizations and functions. align with the organization s vision (the Strategist role). The focus might then subsequently shift to building passion and commitment toward those goals among the people who need to take ownership of the strategy or vision (the Captivator role). The nine roles have general applicability across all senior leadership positions, and are not unique to any particular job; however, the particular focus on any given role at a point in time will be determined by the business issues being addressed at that time. Ideally, an executive team would collectively represent capabilities across the full spectrum of these roles. Following are the nine key strategic leadership roles and brief definitions of each. A more complete description, including illustrations for each, is included in the appendix. NAVIGATOR Clearly and quickly works through the complexity of key issues, problems and opportunities to affect actions (e.g., leverage opportunities and resolve issues). STRATEGIST Develops a long-range course of action or set of goals to align with the organization s vision. ENTREPRENEUR Identifies and exploits opportunities for new products, services, and markets. MOBILIZER Proactively builds and aligns stakeholders, capabilities, and resources for getting things done quickly and achieving complex objectives. TALENT ADVOCATE Attracts, develops, and retains talent to ensure that people with the right skills and motivations to meet business needs are in the right place at the right time.
3 3 CAPTIVATOR Builds passion and commitment toward a common goal. GLOBAL THINKER Integrates information from all sources to develop a well-informed, diverse perspective that can be used to optimize organizational performance. CHANGE DRIVER Creates an environment that embraces change; makes change happen even if the change is radical and helps others to accept new ideas. ENTERPRISE GUARDIAN Ensures shareholder value through courageous decision-making that supports enterprise or unit-wide interests. These nine roles are important at senior strategic levels because they help leaders understand what to do to be strategic. They address the broader challenges leaders face as they transition from managing more narrowly focused silos, to taking on the challenges of more enterprise-wide leadership. These challenges include factors such as their increased span of influence, loss of tactical control, broader consequences of failure, the business scope they are addressing, their own visibility, and a greater variety in stakeholders they need to satisfy. Several factors will determine a leader s success or failure in meeting these challenges, such as his or her underlying skills or leadership competencies, knowledge, experience, and executive derailers. ORIGINS OF THE NINE ROLES The nine roles of strategic leadership are based on more than 30 years of research and practice in the field of executive assessment. They were formulated as a result of extensive input from our clients, as well as job analyses done by DDI s psychologists. These analyses included reflecting upon thousands of executive positions across hundreds of organizations throughout the world that DDI has been involved with over the years in regard to executive assessment, and executive coaching and development. Common themes or patterns underlying the leadership challenges emerged. Those themes or patterns formed the foundation for the strategic leadership roles. In addition to the above research, DDI checked the relevance and credibility of the nine roles with more than 100 senior-level leaders from more than two dozen organizations that participated in field tests of an executive level accelerated development program, Strategic Leadership Experience (SLE). This program provides an in-depth immersion in a business simulation and an opportunity to experience the nine roles (see sidebar description of SLE on page 2). In follow-up debriefings with SLE participants, these executives strongly reinforced the relevance and application of the nine roles to their real world leadership and business challenges. There are numerous models found in the literature that describe various roles senior leaders perform. Each of these capture important and relevant roles appropriate to senior leadership, although none appear to represent the full range of roles we have defined through our analyses. They do, however, add further support to the relevance and construct validity of DDI s nine roles. Table 1 highlights elements from four of these models, and the corresponding DDI leadership roles:
4 TABLE 1: Range of the DDI Roles Compared to Similar Roles Defined in Other Leadership Models. DDI ROLES Covey 1 Belbin 2 Gallup 3 Mintzberg 4 NAVIGATOR Formulation Disseminator Monitor STRATEGIST Pathfinding Strategic Thinking ENTREPRENEUR Plant Creativity Entrepreneur MOBILIZER Aligning Company Worker, Activator Liaison Completer-Finisher TALENT Empowering Resource Investigator Leader ADVOCATE CAPTIVATOR Empowering, Stimulator, Spokesperson Modeling Persuasion GLOBAL THINKER Chairman CHANGE DRIVER Shaper ENTERPRISE Monitor-Evaluator Disturbance GUARDIAN Handler 1 Hesselbein, F., Goldsmith, M., & Beckhard, R. (Eds.). (1996). The leader of the future: New visions, strategies, and practices for the next era. San Francisco: Jossey-Bass. 2 Belbin. R. M. (1981). Management teams: Why they succeed or fail. New York: Wiley. 3 Buckingham, M., & Coffman, C. (1999). First break all the rules: What the world's greatest managers do differently. New York: Simon & Schuster. 4 Mintzberg, H. (1973). The nature of managerial work. New York: Harper & Row. WHITE PAPER WHAT SENIOR LEADERS DO: 4 In addition, DDI s nine roles are aligned with the writings on leadership of many thought leaders who discuss the roles or capabilities leaders must assume in today s business environment. For example, in summarizing results of their 1999 research on The Evolving Role of Executive Leadership, the Andersen Consulting Institute for Strategic Change identified a number of characteristics outstanding leaders need to possess. Among these characteristics were the ability to develop an effective strategy for achieving the vision (DDI s Strategist role), and the ability to inspire people to commit to achieving the vision (Captivator role); creating a network of relationships that helps to get things done (Mobilizer); encouraging people to challenge the status quo, and be willing to challenge the system when change is needed (Change Driver); and actively expand his/her knowledge of other cultures (through interactions, travel, etc.) as well as the need to appreciate the value of diversity and effectively motivate people of different cultural backgrounds (Global Thinker). In New Roles for Leaders,Tom Hornsby and Larry Warkoczeski (2000) describe several roles of leadership, among them: Create a New Mindset (Change Driver); Leader as Coach, and Develop Employees (Talent Advocate); Communicate Effectively (Captivator); Manage Boundaries (Navigator; Global Thinker); and Making the Transition (Change Driver). Russell Reynolds Consulting (Haapaniemi, 2000) describes six qualities of leadership, including: Recognize Opportunities (Entrepreneur); Radiate Vision (Captivator); 80/20 Mindset (Mobilizer); Get the Right Stuff (Navigator); Organizational Improvisers, to get the right
5 5 people in the right place (Talent Advocate); and Learning Obsessed. Stuart Skorman, CEO of Hungry Minds, an online learning company, includes personal attributes such as contending with constant change, drive innovation, and inspire and motivate (Change Driver, Captivator) as key qualities of leaders in the new economy. In describing Competencies for the New Century, Conger & Benjamin (1999) describe the need for future leaders to be Strategic opportunists (Strategist), Globally Adept (Global Thinker), Keen Data Analysts (Navigator), and Learning Evangelists (Captivator). And finally, in a 1990 Industry Week article,tom Peters describes how chief executives in the coming decades will need to be, among other things, globalists (Global Thinker), network managers (Navigator), skill-base creators (Talent Advocate), and seekers and lovers of change (Change Driver). RELATIONSHIP OF ROLES TO LEADERSHIP COMPETENCIES Much of the writing about leadership describes the skills or behavior of leaders (competencies) rather than what they do (roles). We believe both approaches are necessary to fully develop leadership talent and that they are interrelated. As noted earlier, DDI s nine roles are grounded in extensive experience and research in competency-based leadership assessment; however, the nine leadership roles should not be thought of as a replacement for competencies. While the roles describe the whats of leadership, the competencies describe the hows. Competencies can be thought of as the underlying skills or behavioral building blocks inherent in the situational-based roles. Thus, while roles describe the various contexts in which clusters of competencies are applied at senior leadership levels, competencies describe behaviorally specific skills and abilities that impact effectiveness in those leadership contexts. Both competencies and roles are important to effectively capture aspects of leadership behavior. From a diagnostic perspective, assessment of core competencies provides an excellent framework for evaluating specific strengths and development needs related to executive advancement or placement decisions. By using the nine roles as a template for reviewing the challenges or experiences the executive has faced, or is likely to face in upcoming assignments, additional insights can be gained that are useful in interpreting the application of competency evaluations, and helpful in shaping development. Typically, however, once executives are determined to have advancement potential by virtue of strengths on key competencies, they often are released into their new positions without ever being provided with a full appreciation of the various roles they will need to assume in applying their leadership skills. By looking both at competencies and the roles, the highest priority development needs can be determined to fit current or planned job challenges vis-a-vis the roles. To illustrate this point, imagine trying to train an athlete for the decathlon without ever describing the ten events. The training would of necessity be focused on the skills necessary for success, i.e., the competencies of speed, strength, agility, coordination, etc. But without an appreciation for how these skills need to come together and be applied in the various events or situations the athlete will encounter, overall performance will likely be sub-optimized. Similarly, many executives report that, after being in
6 6 their positions for several months, there were many aspects of their jobs that they never expected and were not adequately prepared to handle. They didn t have a good understanding of the events or roles associated with applying their skills to the situations they encountered. Clearly, the combination of competency-based diagnostic assessment and development based on groupings of those competencies linked to the nine strategic leadership roles, provides the most robust opportunity for building leadership bench strength. SUMMARY The leadership crisis is one of the most important issues facing businesses today. The effective identification, development and deployment of senior strategic leaders are central to addressing this crisis. In addition to focusing on the skills or competencies important to leadership success, it also is important to understand the situations that must be addressed or the roles strategic leaders must assume. DDI s nine roles of strategic leadership provide a useful framework for understanding those situations. Furthermore, the linkage of competencies to the nine roles provides very powerful and unique insights that are helpful to addressing this leadership crisis. DDI s roles framework is a viable way to think about senior leadership activities. The application of these nine roles to leadership selection, development, and deployment decisions can have a significant impact on the success of those leaders and, ultimately, their businesses, as well. APPENDIX The Nine Roles of Senior Strategic Leadership NAVIGATOR Clearly and quickly works through the complexity of key issues, problems and opportunities to affect actions (e.g., leverage opportunities and resolve issues). Navigators analyze large amounts of sometimes conflicting information. They understand why things happen and identify possible courses of action to affect events. They know which factors really matter in the overall scheme of things. > Identifies root causes quickly. > Displays a keen sense of priority, relevance, and significance. > Integrates information from a variety of sources and detects trends, associations, and cause-effect relationships. > Creates relevant options for addressing problems and opportunities and achieving desired outcomes. > Translates complex situations into simple, meaningful explanations that others can grasp. > Provides others with relevant context for work. > Overcomes personal and organizational biases in looking at data; avoids not the way we do it here thinking.
7 7 STRATEGIST Develops a long-range course of action or set of goals to align with the organization s vision. Strategists focus on creating a plan for the future. Part of this plan might involve capitalizing on current opportunities and future trends (Entrepreneur) and understanding complex information related to future events (Navigator). Strategists make decisions that drive the organization toward its vision. > Continuously looks beyond the current year. > Perceives what drives the business. > Uses financial data for a successful business. > Grasps big-picture, enterprise-wide issues across boundaries. > Recognizes risks and pursues actions that have acceptable levels of risk. > Links the organization s vision and values to the business strategy. ENTREPRENEUR Identifies and exploits opportunities for new products, services, and markets. Entrepreneurs are always alert for creative, novel ideas. They might generate the ideas themselves or take existing opportunities or proposals down a new path. Entrepreneurs are able to look at events from a unique perspective and develop ideas that have never been thought of. > Takes calculated risks to capitalize on emerging trends. > Looks beyond the boundaries of the organization for new growth opportunities (partnerships, new technologies, applications). > Turns threats (from competitors, government policies, and new technologies) into business opportunities. MOBILIZER Proactively builds and aligns stakeholders, capabilities, and resources for getting things done quickly and achieving complex objectives. Mobilizers gain the support and resources they need to accomplish goals. > Leverages and integrates the capabilities of resources across all levels of the organization to accomplish complex, multiple-level objectives. > Anticipates and diffuses roadblocks to desired goals. > Uses necessary and appropriate lobbying techniques to gain support for actions from decision-makers. > Utilizes creative networking approaches to identify contacts who can help in attaining goals. > Develops alternative/contingency plans. > Empowers others relative to achieving the strategy. TALENT ADVOCATE Attracts, develops, and retains talent to ensure that people with the right skills and motivations to meet business needs are in the right place at the right time. Talent Advocates ensure that the organization has people with potential to meet present and future organizational needs. Talent Advocates are less concerned with filling specific positions than with attracting and retaining talented individuals.
8 8 > Relentlessly identifies and secures high-potential talent. > Identifies the best people (internal and external), gets to know them, and stays in touch with them. > Links development assignments to current and future needs of the organization (as determined by the business strategies). > Increases readiness of high-potential talent by providing developmental opportunities. > Minimizes barriers to achievement; maximizes the individual s likelihood for success. > Builds and facilitates a culture that embraces development. > Promotes employee retention by analyzing and understanding its drivers. CAPTIVATOR Builds passion and commitment toward a common goal. Captivators build upon an established foundation of trust to instill people with feelings of excitement and belonging. Captivators transfer the energy of their message in such a compelling way that people take ownership of the strategy or vision and are empowered to carry it out. > Conveys a simple, vivid picture of the organization s vision and goals. > Moves people from compliance to commitment. > Instills others with a strong sense of belonging (they understand how they will benefit). > Generates energy and enthusiasm through personal passion and conviction. > Keeps the message alive and ongoing. GLOBAL THINKER Integrates information from all sources to develop a wellinformed, diverse perspective that can be used to optimize organizational performance. Global Thinkers understand and accept international and cultural differences and behave in a way that accommodates people s varying perspectives. They also discern differences in individual styles and adapt their approaches accordingly. > Considers the implications of issues, decisions, and opportunities beyond the boundaries of own country/culture. > Understands the different perspectives and approaches in order to effectively handle cross-cultural challenges/individual differences. > Identifies opportunities for global leverage (for example, opportunities to develop R&D strategy from a global point of view). CHANGE DRIVER Creates an environment that embraces change; makes change happen even if the change is radical and helps others to accept new ideas. Change Drivers focus on continuous improvement. Always challenging the status quo and breaking paradigms, they identify ideas for change and become the force driving the change home.
9 CONTACT INFORMATION WORLD HEADQUARTERS PITTSBURGH WHITE PAPER WHAT SENIOR LEADERS DO: 9 > Sees the possibility for change. > Recognizes the need for change before it becomes critical. > Sells ideas for change. > Funds and supports the implementation of change and rewards behavior that supports change. ENTERPRISE GUARDIAN Ensures shareholder value through courageous decision-making that supports enterpriseor unit-wide interests. Enterprise Guardians rise above the parochial nature of the job and make decisions that are good for the shareholder, even if the decisions cause pain to individuals or to the organization. > Refuses to trade long-term for short-term gain. > Possesses the courage to make difficult decisions in times of success. > Objectively upholds the interest of the enterprise by putting aside emotions and personal relationships. > Takes responsibility for unpopular decisions and their aftermath. REFERENCES Andersen Consulting Institute for Strategic Change. (1999). The evolving role of executive leadership. Chicago: Andersen Consulting. Belbin. R. M. (1981). Management teams: Why they succeed or fail. New York: Wiley. Bianco, A., Lavelle, L., & Merritt, J. (2000, December 11). The CEO trap. Business Week, 3711, Buckingham, M., & Coffman, C. (1999). First break all the rules: What the world's greatest managers do differently. New York: Simon & Schuster. Byham, W. C., Smith, A. B., & Paese, M. J. (2000). Grow your own leaders: Acceleration pools: a new method of succession management. Pittsburgh, PA: DDI Press. Chambers, E. G., Foulon, M., Handfield-Jones, H., Hankin, S. M. & Michaels, E. G. III. (1998). The war for talent. The McKinsey Quarterly, 3, Charan, R., & Colvin, G. (1999, June 21). Why CEOs fail. Fortune, 139 (12), Confirm the chemistry. (2001, January). Across the Board, 38(1), 63. Conger, J. A., & Benjamin, B. (1999). Building leaders: How successful companies develop the next generation. San Francisco: Jossey-Bass. Corporate Leadership Council. (2000, April). Challenges in managing high potential employees: Results of the council's membership survey. Managing High-Potential Employees Series, Vol. 1 (Rep. No. E00-006). Washington, DC: Author. Haapaniemi, P. (2000, August). Wanted: A new breed of leader. Chief Executive Guide [Supplement to Chief Executive Magazine], Hesselbein, F., Goldsmith, M., & Beckhard, R. (Eds.). (1996). The leader of the future: New visions, strategies, and practices for the next era. San Francisco: Jossey-Bass. Hornsby, T. & Warkeoczeski, L. (2000). New roles for leaders: A step-by-step guide to competitive advantage. Franklin, TN: Hillsboro Press. Kennedy, C. (1998). Guide to the management gurus: Shortcuts to the ideas of leading management thinkers (Rev. ed.). London: Random House. Mintzberg, H. (1973). The nature of managerial work. New York: Harper & Row. Peters, T. (1990, March 5). The new builders. Industry Week, 239(5), MKTCPWP Development Dimensions International, Inc., MMIII. All rights reserved.
UNIVERSITY OF MIAMI SCHOOL OF BUSINESS ADMINISTRATION MISSION, VISION & STRATEGIC PRIORITIES Approved by SBA General Faculty (April 2012) Introduction In 1926, we embarked on a noble experiment the creation
THE NATIONAL HUMAN SERVICES ASSEMBLY President and CEO Washington, DC EXECUTIVE SUMMARY The National Human Services Assembly (the National Assembly), the premier professional association for the nation
THINKING AND ACTING STRATEGICALLY Thinking conceptually about the big picture and in which direction the organization is/should be headed, developing long-term plans to achieve the desired outcomes and
Succession Management Design Build Attract When you plan for succession, you plan for success. Board members and executive leaders know the importance of succession management to long-term viability. They
Reference #1 MSU LEAD (Leadership Excellence and Development) Competency Model Leadership Behavior Categories (pages 2-4) A. Thinking strategically/visionary B. Leading change C. Communicating D. Building
Korn Ferry Senior Executive Sponsor Building a stronger organization through sponsorship. Is leadership development the end of the story? It s well understood that the participants of leadership development
Frequently asked questions SERIES: This resource guide answers eight of the questions most frequently asked of LCE subject matter experts in change management. Life Cycle Engineering 2013 www.lce.com QUESTION
DoD CIVILIAN LEADER DEVELOPMENT FRAMEWORK COMPETENCY DEFINITIONS Leading Change Definition: This core competency involves the ability to bring about strategic change, both within and outside the organization,
Assessing Leadership Talent A Scientific Approach to Identify High-Potential Leaders To learn more about the Executive Assessment and Gallup s approach to leadership selection, development, and succession
UCR Core Competency Model Behavioral Indicators Rev. 03/20/2013 COMMUNICATION Shares and receives information using clear oral, written, and interpersonal communication skills. Behavioral Indicator-Operational
Volume 1, Issue 1 November 2008 By Seymour Adler, Senior Vice President and Amy Mills, Vice President Leadership Shortage Imminent Grooming leaders is one of the most critical business needs in the modern
HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Employees in this banded class provide leadership and supervision to professional/technical staff in the delivery of a contemporary human resources program(s)
Ex-celerating Success The Power of Executive Onboarding Barbara A.F. Greene, ICF MCC Career Partners International San Antonio The age when a corporate honeymoon was acceptable the blissful period of weeks
CHANGE MANAGEMENT: HOW TO ACHIEVE A CULTURE OF SAFETY SUBSECTIONS Eight Steps of Organizational Team Member Empowerment Creating a New Culture Planning for Teamwork Actions MODULE TIME: 2 hours 15 minutes
IC Performance Standards Final Version 1 23 April 2009 1 TABLE OF CONTENTS BACKGROUND... 3 OCCUPATIONAL STRUCTURE... 4 PERFORMANCE ELEMENT CONTENT MODELS... 7 Professional and Technician/Administrative
GUIDANCE K 12 Rocky River City School District Globally Competitive Exceptional Opportunites Caring Environment Successful Students DISTRICT GUIDANCE PROGRAM PHILOSOPHY Our philosophy is to be pro-active,
A Forrester Consulting Thought Leadership Paper Commissioned By Gainsight April 2014 How To Get Started With Customer Success Management Table Of Contents Four Actionable Steps To Setting Up Your Customer
\ A Hot Topics Paper Prepared by the SIOP Visibility Committee Building a Strategy to Identify, Develop, & Retain High Potentials Sara J. Shondrick Novo Nordisk Daniel A. Neyman Reckitt Benckiser Prepared
Demand Generation DEMAND GENERATION: And The Cold Call STAR-Pro Methodology There s a new era in marketing. Did you notice the paradigm shift? Or more importantly, have you actively aligned your marketing
EXHIBIT CC Identifying Management Level Knowledge, Skills and Abilities Executive Core Competencies (ECCs) ECC One: Leading Change ECC Two: Leading People ECC Three: Results Driven ECC Four: Business Acumen
1 Business Acumen: An Experiential Approach White paper Forward looking organizations are discovering that a high degree of business acumen among the management team is a powerful source of competitive
The positive are intended for use as a guide only and are not exhaustive. Not ALL will be applicable to ALL roles within a grade and in some cases may be appropriate to a Attribute 1: COMMUNICATION Level
Analyst Position Description September 4, 2015 Analysis Position Description September 4, 2015 Page i Table of Contents General Characteristics... 1 Career Path... 2 Explanation of Proficiency Level Definitions...
STRATEGIC PLAN American Veterinary Medical Association 2015-2017 Adopted: January 9, 2015 Introduction Excellence is a continuous process and doesn t come by accident. For more than 150 years, the American
Leadership Development Handbook Presented by: Langara College Human Resources Prepared by: Jackson Consulting Group Aim of the Handbook is to provide: Leadership Development Handbook - Introduction help
Homepage > HR Resources > Factsheets > Talent management: an overview Talent management: an overview Revised August 2012 In this factsheet What is talent management? The changing context and business case
Need Information? Go to: www.chr.alberta.ca/apscompetencies Have Questions? Email: firstname.lastname@example.org Table of Contents Background... 3 Why Behavioural Competencies?... 3 The APS Competency Model...
w h i t e p a p e r Improving Employee Engagement to Drive Business Performance A Softscape White Paper May 2008 The Employee Engagement Revelation Executive leaders and human resources (HR) practitioners
Plan 0 07 Mapping the Library for the Global Network University NYU DIVISION OF LIBRARIES Our Mission New York University Libraries is a global organization that advances learning, research, and scholarly
Bloch Executive MBA Year One Courses Leadership Residency The Leadership Residency launches the Bloch Executive MBA, and provides students with an appreciation of the integrative nature of leadership and
Good Practice INPO 15-012 October 2015 Behaviors and Actions That Support Leadership and Team Effectiveness, by Organizational Level Revision 0 OPEN DISTRIBUTION OPEN DISTRIBUTION: Copyright 2015 by the
RESEARCH RESULTS CLIENT RESEARCH RESULTS BY: JAZMINE BOATMAN CONSULTANT, CABER REALIZATION RESULTS: Trainees reported a 90 percent improvement in the number of leaders displaying positive leadership behaviors
A Markets of One Approach to Employee Engagement By Kevin D. Wilde and Cheryl Bethune Over the last few years, consumer marketing has entered a new era of extreme customization and one-to-one marketing.
How leadership must change to meet the future* Table of contents Situation p. 2 Globalization is rapidly redefining today s business environment. Significant strategic shifts are transforming the playing
Onboarding Design Build Attract The most critical time in an executive s career is the first 100 days in a new role. Executives promoted or hired into new roles are expected to not only find their way,
Women Work: The Business Benefits of Closing the Gender Gap Jazmine Boatman, Ph. D., Rich Wellins, Ph. D., with Stephanie Neal, M.A. The Talent Management Expert Revolutionize leadership, revolutionize
The Successful Manager s Leadership Program The Successful Manager s Leadership Program The University of Minnesota s College of Continuing Education (CCE) is pleased to present the following information
customer experience / mar 2013 EFFECTIVE CEM REQUIRES ENGAGED LEADERSHIP Driving a customer-centric focus is a continuous journey that calls for commitment and collaboration. By Janet LeBlanc, Janet LeBlanc
TALENT OPTIMIZATION Transforming HR and Human Capital Management for Business Growth TALENT OPTIMIZATION Transforming HR and Human Capital Management for Business Growth THE TALENT OPTIMIZATION OBJECTIVE
Succession Planning Discussion Guide Overview This discussion guide is used to facilitate the development of the success profile for the CEO and/or other top leadership positions. The success profile describes
Adaptive Leadership Toolkit Introduction Framed by our Pathways initiative and supported by an array of resources, APHSA envisions a health and human services field that is successfully driving a range
Working Resources is a Leadership Consulting, Training and Executive Coaching Firm Helping Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Emotional Intelligence-Based Interviewing
POINT OF VIEW POINT OF VIEW SIX (AVOIDABLE) BLIND SPOTS THAT EVAN SINAR, PH.D. DIRECTOR, CABER AND CHIEF SCIENTIST JILL GEORGE, PH.D. EXECUTIVE CONSULTANT SIX (AVOIDABLE) BLIND SPOTS THAT CRIPPLE TALENT
Section Three: Ohio Standards for Principals 1 Principals help create a shared vision and clear goals for their schools and ensure continuous progress toward achieving the goals. Principals lead the process
DEVELOP A PIPELINE OF SUCCESSFUL LEADERS AT ALL LEVELS. INDIVIDUAL DEVELOPMENT Results That Matter Sustained Impact for You, Your Business and the World. What matters most to you? How individuals thrive,
Consulting Performance, Rewards & Talent Making Employee Engagement Happen: Best Practices from Best Employers The Challenge Companies across the globe are taking the initiative to administer and manage
Component 4: Organizational Leadership & Governance Scope: Lead your local United Way to successfully fulfill its mission, and in doing so, garner trust, legitimacy and support from the local community
IT Transformation the way we do it Accelerate Your Transformation: Social, Mobile, and Analytics in the Cloud Take on the Future of Enterprise Technology, Today Current trends in Corporate IT have caused
Leadership Framework for Strategic Management of Recognition and Reward Programs A Leadership Framework for Strategic Management of Recognition and Reward Programs Rachel S. Permuth, PhD, MSPH - Sodexo
Competency Management at Its Most Competent Competencies That Work for Business A recent survey by Human Resource Executive found that two of the top five challenges facing organizations today are aligning
Leadership and Management Competencies 0 The Saskatchewan Public Service Vision: The Best Public Service in Canada Our Commitment to Excellence Dedicated to service excellence, we demonstrate innovation,
PSI Leadership Services Strategic Solutions for Your Leadership Needs Select, Promote, & Develop the Leadership Talent Needed to Drive the Growth of Your Business SOLUTION BENEFIT/OBJECTIVE TYPICAL PROJECTS
Career Management Making It Work for Employees and Employers Stuck in neutral. That s how many employees around the world would describe their career. In fact, according to the 2014 Global Workforce Study,
The Business Case for Online Performance Management The Problem With Paper Based Performance Management Systems They are administratively difficult Cumbersome & administratively intensive Difficulty limits
Building and Sustaining a Strong Organization Amid Challenge And Change KPMG LLP The Issue Today s market realities offer businesses little choice but to embrace change. Companies in almost every industry
POSITION SPECIFICATION Executive Director Chicago POSITION SUMMARY Opportunity: Department: Title: FLSA Status: Reports to: Location: Full-time Position at Cradles to Crayons Administration Executive Director
High Performance Culture Change by Curt J. Howes Organization Performance Strategies What is Culture Culture is to the organization what personality is to the individual. It is the pattern of shared beliefs,
Strategic Plan Valid as of January 1, 2015 SBP 00001(01/2015) 2015 City of Colorado Springs on behalf of Colorado Springs Page 1 of 14 INTRODUCTION Integrated and long-term strategic, operational and financial
Project Management Institute STRATEGIC PLAN Prepared by: PMI Board of Directors Last Revised: 30 November 2012 TABLE OF CONTENTS OVERVIEW... 1 PMI S CORE IDEOLOGY... 3 Core Purpose.... 3 Our Core Values...
2011 International Conference on Information and Finance IPEDR vol.21 (2011) (2011) IACSIT Press, Singapore Identifying the Important Factors Influencing the Implementation of Succession Planning Shadi
GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable
PAINTER EXECUTIVE SEARCH Position Description Painter Executive Search is supporting the in a search for an experienced to lead a broad regional coalition of Bay Area land conservation agencies and organizations
ecornell Online Professional Development Programs Certificate Program in High Performance Leadership 866-326-7635 +1-607-330-3200 www.ecornell.com Certificate Program in High Performance Leadership Certificate
Interview Guide for Hiring Executive Directors April 2008 Introduction This interview guide has been developed to help the Board of Directors of Big Brothers Big Sisters agencies interview candidates for
Ten Elements for Creating a World-class Corporate Diversity and Inclusion Program Michael C. Hyter, President & CEO Novations Group, Inc. Ten Elements for Creating a World-class Corporate Diversity and
BUSINESS CONSULTING SERVICES Comprehensive practice management solutions for independent investment advisors Insights, tools and resources to help you Accelerate Your Growth, Scale Your Business and Elevate
PERSPECTIVES Employee Work Passion: Volume 7 Ten Performance Management Process Gaps (and How They Negatively Impact Employee Intentions) By Drea Zigarmi, Dobie Houson, Jim Diehl, and David Witt Performance
The Intersection of Talent Management and Engagement By Elissa Tucker and Rachele Williams, APQC for the May 2011 issue of workspan The typical organization today views talent management as three building
A Forrester Consulting Thought Leadership Paper Commissioned By Gainsight April 2014 An Executive Primer To Customer Success Management Table Of Contents We Live In A Subscription Economy Learn To Manage
Integrating HR & Talent Management Processes Using Competency Assessment Technology to Attract, Develop, and Retain Talent Succession Planning Human Resource Development Competencies Critical characteristics
DRAFT CALL CENTER MANAGER JOB COMPETENCY MODEL Developed by Workitect, Inc. June, 2007 TABLE OF CONTENTS A. Overview of the Competencies by Cluster... 3 B. Call Center Manager Competencies... 4 C. Overview
Crosswalk of the New Colorado Principal Standards (proposed by State Council on Educator Effectiveness) with the Equivalent in the Performance Based Principal Licensure Standards (current principal standards)
DEVELOPMENT EXPERIENCES BLUEPRINT DEVELOPMENT EXPERIENCES BLUEPRINT TM Talent Reviews High Potential Development Coaching and Mentoring Succession Planning Career Pathing Development Planning Groundbreaking
21 st Century Organization Being Competitive and Leading Edge The 21 st Century Organization Being Competitive and Leading Edge Today s business environment can be characterized by two primary influences.
CIGIE TRAI N I N G INSTI TUTE Inspector General Leadership and Mission Support Academy Program Overview: Finding the Right Program We offer three programs with curricula designed to correspond to the life
THE IMPACT OF EMPLOYEE BEHAVIOUR ON ORGANIZATIONAL PERFORMANCE September 2013-0 - Contents 1. Introduction 2. Business Strategy and its Execution 3. Organisational Culture - Employee Behaviour 4. The Challenges
International Research Journal of Applied and Basic Sciences 2012 Available online at www.irjabs.com ISSN 2251-838X / Vol, 3 (12): 2424-2430 Science Explorer Publications Relationship between talent management
The Principal as Chief Learning Officer: Developing Teacher Leaders* By Ruth C. Ash J. Maurice Persall Today s teachers live in a society and work in a profession where demands are continually changing
Enterprise Mentoring, Meet HR Randy Emelo Talent managers can make mentoring a critical part of organizational and strategic goals by integrating it with hr. They are four traits critical to an employee
WHITE PAPER A WHITE PAPER BY WILLIAM C. BYHAM, CHAIRMAN & CEO DDI BUSINESS NETWORKING: A NECESSARY THIRD MILLENNIUM SKILL If a single word defines the business environment a decade into the third millennium,
Tell us what you need... We want to know how to serve you better. Through the development of additional ebooks, Video Downloads, and Direct Interactive Problem Solving Methods, we hope to do just that.