a strategic and integrated approach

Transcription

1 leadership SOLUTIONS a strategic and integrated approach

2 We offer a strategic and integrated approach for addressing leadership issues CLARIFY BUSINESS OBJECTIVES C-suite agenda Long-term business needs Talent strategy MEASURE SUCCESS Strategy executed Business results delivered Evidence-based analytics to prove it STRATEGY Defining leadership requirements Leadership strategy and tactics Success profile Critical roles PERFORMANCE Managing the pipeline Goal setting and performance evaluation Executive and management compensation Key role succession Pipeline management Mercer provides today s increasingly dynamic and complex organizations with an end-to-end suite of leadership solutions that help them identify, develop and retain a pipeline of ready, capable leaders who can drive the strategic agenda of the organization and help it gain competitive advantage and deliver measurable results. End-to-end solution From leadership strategy development and implementation (software and processes) to a full suite of services, including competencies, assessment, development and succession planning, we ve got everything covered. Further, we can provide you with a comprehensive understanding of all human capital issues (not just leadership) and how they interrelate and support business imperatives. For example, by working closely with our executive remuneration colleagues we can offer you a thorough understanding of the available options for engagement and retention of leaders. This gives you the benefit of a thoughtful, holistic approach, ensuring a consistent vision that will support an overall talent strategy. This total leadership solution translates into an effective return on your organization s investment in human capital.

3 STRATEGY ASSESSMENT ASSESSMENT Evaluating the bench Individual assessment Leadership bench strength Risk and gap analysis on the size, performance, engagement and capability of the pipeline P E R F O R M A N C E DEVELOPMENT DEVELOPMENT Building leadership capability Leadership skills, knowledge and behavior Development roadmaps and interventions Custom learning and/or plug and play Global reach, LOCAL presence We ve researched the competencies required of today s leaders across the globe. We understand the leadership needs of a broad range of organizations across all locations and have the resources available to effectively and consistently serve them. This means that we can help you develop and deploy a workforce skilled in today s cross-cultural challenges faster and with greater ease. As an organization with locations in emerging markets we can help develop local leadership talent in order to fulfill your sustainable growth agenda. And, as a multi-country or domestic organization interested in grooming leadership talent, you can rely on Mercer s leadership suite to develop a pipeline that reflects the local or country-specific culture while possessing the capabilities to compete in a global environment. Actionable solutions and sustainable results We provide both custom and plug-and-play research-based solutions as well as global practices that have proven effective, immediately applicable to everyday working life and translate into a sustained commitment to leadership. This enables you to produce a better yield rate within the leadership pipeline, minimize the loss rate of key leadership talent and mitigate the risk of gaps in critical job succession. As a result, you can reap the benefits of leadership s ability to be a powerful engine to build engagement and achieve business imperatives.

4 STRATEGY Aligning leadership talent with dynamic business needs HOW WE CAN HELP YOU ORGANIZATION CULTURE INDIVIDUAL PERSONALITY BEST FIT STRATEGY MARKET Leadership success profile STRATEGY CAREER LEVEL Learning requirements BEST PRACTICE Leadership development solutions Building your unique leadership strategy We can help define your organization s philosophy and tactics around building the bench including the definition of required leadership competencies, the process for identifying future leaders, assessment methods, and development strategies. Evidence-based analytics: helping to make informed investment choices We can help you evaluate whether there is a gap in your leadership bench by analyzing the size, performance, engagement, and capability of your pipeline against current and future requirements. Mercer s proprietary Talent Scan assesses executive and leadership perspectives on an organization s talent management practices and helps build a better overall understanding of key talent issues that affect a company s ability to meet its business objectives and achieve sustainable competitive advantage. The Talent Scan provides: insights into underlying talent issues and challenges an analysis of current and desired talent states, the gaps between, and related priorities an understanding of the biggest obstacles that derail favorable talent management practices evidence to help build the business case for an investible leadership development strategy STRATEGIC OPERATIONAL PEOPLE PERSONAL ESSENTIAL LEADERSHIP COMPETENCIES Creates strategy Drives results Inspires Learning agility Drives innovation Develops market insights Customer focus Coaches and develops others Adaptability Collaborates with others Drives performance Courage Mental agility Influences and networks Optimizes talent Cultural sensitivity BENEFITS TO YOU When you choose Mercer for your leadership strategy needs, you help your organization: generate a better yield rate within the leadership pipeline eliminate the avoidable loss of key leadership talent mitigate the risk of gaps in critical job succession close current and emerging capability gaps align leadership capability to business goals and strategy increase the efficiency and effectiveness of your investment in leadership 4

5 ASSESSMENT Assessing leader performance, potential, readiness and job fit throughout the leadership pipeline STREAMLINED METHODOLOGY, DEEP AND ROBUST INSIGHTS External assessment of individual Assessment tools and process design Internal data collection on the pipeline Data consolidation and talent review Development action planning Using the new leadership success profile as a foundation, we can evaluate an individual s leadership capabilities, thinking skills and work values to understand his/her potential for leadership success within the organization as well as the degree of alignment with the pervading or desired culture. Our assessment approach targets three different levels of leader: the CEO and senior team team leaders, supervisors and managers high potentials and emerging leaders Executive Briefing Reports Concisely Summarize Information From Multiple Sources Leader Joe Sample Joined Company 1997 Key Managing Strengths: Director, XYZ Group Delivery Strengths focus results orientated and task focused, he is prepared to do what is needed to ensure expectations are met Forthright style comfortable with courageous conversations, he is likely to voice his opinion and challenge others when he believes there is business, risk or ethical exposure Broad perspective considerate of economic factors and value drivers such as go to market strategies and people issues, his strategic thinking is likely to be informed by multiple data points Enhancement Opportunities Adaptability confident in his opinions, he tends to focus on imparting wisdom rather than building consensus for his ideas. Developing others he tends not to vary his development approach to individuals career aspirations and learning needs Actions / Development Influencing Development skills; broadening Action his repertoire of approaches for influencing others and building coalitions will enhance his ability to win support and work effectively with others Coaching skills Actively coaching and nurturing individual s development, would round out his naturally educative style. This approach will also ensure that those who are capable, but maybe less confident, also thrive under his leadership. Education/Credentials BS in Finance, ACME University MA in Management Science, ACME University Work History Portfolio Manager ( ) Director Equities Group ( ) Leadership Profile Potential Assessment Enterprise Potential Readiness Ready Now High Potential Moderate Potential Hogan Profiles Capstone Position Ready With Some Development Challenged New Ready With Significant Development This assessment data is then consolidated into reports yielding insights on individuals, teams, and overall leadership capability. Development planning meetings and targeted coaching are part of the suite of leadership development that complements our assessment activity. The Mercer assessment toolkit includes: essential and global competency models leadership assessment and development centers 360 degree web-based feedback surveys for three leadership levels online personality and cognitive testing behavioral event interviews strategic interviews business simulations calibration guides and standard reports feedback sessions, development planning and coaching The modularity of this approach brings you enormous flexibility in how the assessments are performed and what competencies they assess. Through these solutions we can help you assess performance, potential, readiness and succession pathways, as well as possible changes to help grow performance and maximize future impact for your organization. When you choose Mercer for your leadership assessment needs, you benefit from: an approach embedded in the current and future leadership requirements of your businesses a blend of multiple assessment tools and techniques assessment outputs linked to development plans global resources and consistency of approach 5

6 DEVELOPMENT Delivering impactful leadership development experiences Our leadership development offering uses the leadership pipeline framework and focuses on developing the right behaviors and mindset to match the needs of the different leadership stages. Mercer s development interventions focus on the areas needed to successfully navigate the transition at each passage. Our programs are designed with the specific leadership challenges that Asia Pacific markets face. We use a variety of learning methodologies (for example, classroom, web-enabled, action learning) and customized content to support your organization s leadership strategy and meet individual leader s learning requirements. LEADING THE ORGANIZATION Targeting senior leaders, this program blends coaching with action learning to prepare leaders for operating in a global environment from a base in Asia Pacific, understanding global dynamics and developing business foresight. Additional components could include: overseas and strategic assignments executive education 360 degree feedback Leading the Enterprise LEADING MANAGERS AND THE BUSINESS Targeting senior leaders, this focused development and coaching program is designed to grow leadership effectiveness by focusing on leadership strengths, obstacles, system thinking and working across businesses and borders. Additional components could include: strategic projects and second stretch assignments assessment centers 360 degree feedback Leading Managers LEADING OTHERS AND TEAMS Targeting high potentials and first-time managers, The Foundations of Leadership program is designed for the specific challenges when an individual contributor moves to managing others, and where leaders need to become effective managers. This highly interactive program will challenge participants to think about their role as leaders in significantly different ways. This program enhances competencies such as hiring, goal setting, giving feedback and strategic talent management. Participants will leave this program with a toolkit full of practical skills and solutions that can be applied for immediate results. Additional components could include: development centers action learning projects short term and first stretch assignments mentoring 360 degree feedback Leading Others Leading the organization Leading managers and the business Leading others and teams Passage Six Passage Four Passage Two Enterprise manager Group manager Business manager Functional managers Manager of managers Manager of others Manager of self Passage Five Passage Three Passage One Source: Ram Charan, Stephen Drotter and James Noel When you choose Mercer for your leadership development, you benefit from: a tailored approach that equips leadership to drive the organization to achieve strategic goals proven adult learning methodologies for developing leadership and high-potential talent relevant solutions immediately applicable in everyday working life and linked to the organization s strategy long-term benefits, because planning is also focused on building future leadership capabilities 6

7 PERFORMANCE AND SUCCESSION Delivering effective leadership performance and succession planning We can provide you with different leadership succession solutions depending on your organization s unique needs. We can also provide more standardized solutions, which takes advantage of the power of Mercer s Human Capital Connect SM a fully integrated rewards and talent management solution. Mercer solutions also allow leaders and managers to view key information related to succession for each employee and view organizational charts populated with succession planning outcomes. Robust reporting capabilities help managers review bench health, bench strength and other important position information to assess the workforce. Interactive reporting gives managers the ability to view details of specific positions and make decisions quickly. This enables your organization to identify top performers early in their careers, organize talent pools, establish succession slates and create a strong succession pipeline. Future leader identification Succession slates creation Talent gap identification and development Insights and analytics PERFORMANCE Talent and job profiles Competencies Leadership pipeline Manager s journal: make employee appraisals constructive and productive improve the quality and efficiency of evaluations chart progress of individuals against corporate goals SUCCESSION PLANNING Talent pools and profiles Succession slates Succession org chart Bench strength and health: identify top performers and potential leaders early in their careers help managers to develop leaders identify talent gaps build stronger bench strength When you choose Mercer for your leadership succession planning needs, you benefit from: a comprehensive understanding of and experience with all aspects of leadership talent management, including succession the ability to integrate succession planning with critical leadership assessment and development efforts multiple solutions to meet each organization s unique needs solutions that fit within and support overall talent strategy 7

8 For more information about how Mercer can help you on leadership, please contact your Mercer contact or visit: Argentina Australia Austria Belgium Brazil Canada Chile China Colombia Czech Republic Denmark Finland France Germany Hong Kong India Indonesia Ireland Italy Japan Malaysia Mexico Netherlands New Zealand Norway Peru Philippines Poland Portugal Saudi Arabia Singapore South Korea Spain Sweden Switzerland Taiwan Thailand Turkey United Arab Emirates United Kingdom United States Venezuela Copyright 2011 Mercer LLC. All rights reserved HC