2014 Best Companies for Leadership survey

Transcription

1 2014 Best Companies for Leadership survey Survey introduction We invite you to participate in the 2014 Best Companies for Leadership study. With constant change now a feature of the global marketplace, many organizations are struggling to determine how best to develop their talent to meet new and changing organizational needs. Help us understand what key leadership elements will prove paramount in driving organizations toward future growth. We welcome your input to this online survey, along with key nominations of organizations that should be included as one of the 'best' in We urge organizations of all sizes, industries and geographies to participate. The survey will take approximately 25 minutes to complete. Please note, at least three people from your organization must participate in order for your organization to be eligible for the global top 20 and regional top 10 lists. If you have general questions about the survey, please contact [email protected] The results of the study will launch in November In addition, Hay Group will provide respondents with a complimentary summary of the survey findings. Thank you in advance for your participation. NOTE: The survey must be completed online. Demographics questions Name: Company: Job title: My role is: CEO, President, Business Unit leader Chief HR Officer Chief Learning Officer (CLO) / Head of Talent Management / Head of Leadership Development HR role in leadership development, talent, training, or organizational effectiveness Line leader Other What is your level in your organization? Entry-level individual contributor Mid-level individual contributor Senior-level individual contributor Frontline supervisor/manager Mid-level manager

2 Executive (the most senior management) CEO What is your job function? Human Resources General manager/ceo Manufacturing/Production Sales/Commercial Professional/Technical Finance and Accounting Legal/Compliance Administration Marketing Research and Development Information Technology Other Gender Female Male Age Less than to to to to or older Please choose: in which country do you work? Please select a country 2/12

3 Survey questions To what degree are the following statements accurate about your organization? Answer scale: Do not know/ Very inaccurate/ Somewhat inaccurate/ Neither accurate nor inaccurate/ Somewhat accurate/very accurate 1. My organization provides support or training on how to collaborate across organizational boundaries 2. Leaders create a work climate that motivates employees to do their best 3. Leaders work hard to connect people with projects that are personally meaningful to them 4. My organization uses corporate social responsibility to recruit employees 5. Leaders work hard to ensure that jobs provide employees with opportunities to do challenging and interesting work 6. My organization makes it easy for people to work from home 7. My organization uses a formal talent review and planning process to fill leadership positions 8. Other organizations actively try to recruit my organization s employees 9. People are promoted or transferred for developmental purposes 10. My organization has a high proportion of women in senior leadership positions 11. Training is available on an ongoing basis so that I can continue with my learning and development 12. My organization actively manages a pool of successors for mission critical roles 13. Leadership opportunities are available equally to men, woman and members of other diverse groups 14. My organization invests in developing leaders for the future 15. People at all levels of my organization have the opportunity to develop and practice the capabilities needed to lead others 16. People move in and out of high-potential status without it harming their career 17. Senior leaders personally spend time actively developing others 18. My organization provides structured opportunities for younger employees to promote innovative ideas to senior leaders 19. My organization has developed career paths and assignments to prepare people for the most important roles 20. New employees receive the training they need to do their jobs well 21. There are a sufficient number of qualified internal candidates who are ready to assume open leadership positions at all levels 22. The diversity in our leadership reflects our customers diversity 23. My organization supports employees in achieving a reasonable balance between work and their personal lives 24. My organization provides support or training to help people work and collaborate across geographical borders 25. Leaders are advocates for environmentally responsible business practices 26. Senior leaders are effective at helping frontline employees understand our long-term strategy and what it means for them 27. Lateral transfers are usually made with a clear explanation of how it will help the person develop 28. When people receive new jobs (promotions/lateral transfers) they are well prepared to succeed or are given the knowledge/skills to succeed 3/12

4 29. Leadership development programs better enable employees to deliver on my organization s goals/strategies 30. Rewards and reprimands are based on rigorous measurement of work against goals 31. Employees are encouraged to learn in areas outside their area of expertise 32. The diversity of our senior leadership reflects the diversity of our employees 33. Leadership development opportunities at this organization address the needs of our younger potential leaders and the unique challenges they will likely face 34. My organization rewards and stimulates collaboration across business units to improve performance 35. The top team has clearly articulated a set of organizational values that guide behavior 36. High-potential employees are allowed to learn from their well-intentioned mistakes 37. My organization identifies certain individuals as high-potentials for future leadership roles 38. Leaders are culturally savvy and have the skills to work effectively with diverse teams 39. My organization treats failure (after a good effort) as a learning opportunity, not something to be ashamed of 40. The performance management and feedback system at my organization helps people work more effectively 41. At my organization an appreciation of global issues is a key job requirement 42. Leaders have the ability to generate personal and organizational loyalty 43. Employees have a good idea of the possible career paths available to them 44. My organization is able to retain high quality employees 45. Senior management works together to support the overall objectives of the organization 46. Big or important roles are usually filled by promoting from within the organization 47. When people receive promotions or transfers, they understand how it relates to their career 48. Over the past year my organization s leadership development spending has: Decreased a lot Decreased slightly Stayed about the same Increased slightly Increased a lot Do not know 49. When times are tough, leadership development activities: Are the first to be cut Are somewhat slowed down or delayed Have the same budget constraints or cuts as normal times Are somewhat protected from budget cuts Are protected from budget cuts Do not know 4/12

5 50. Leadership development activities are available: Equally to everyone Mostly to better performers/high-potentials Mostly to people who are struggling Mostly to people in certain career paths Mostly to people located at/near headquarters We don t have any organized leadership development activities 51. We have special leadership development programs for the following employee populations (select all that apply): New executives Senior executives New managers High-potentials mid-career Graduate recruits Women Diverse groups Middle managers Millennial (young) employees 5/12

6 52. My organization measures the effectiveness of our leadership development activities using the following metric: Departmental performance Leadership pipeline strength Increases in diversity Customer satisfaction Explicit return on investment/other financial impact Employee climate or engagement Very accurate Somewhat accurate Neither accurate nor inaccurate Somewhat inaccurate Very inaccurate Do not know 53. How much has the way you deliver leadership training changed in the past five years? Not at all Somewhat Significantly changed 54. What specifically has changed? 55. How much has the content of your leadership development changed in the past five years? Not at all Somewhat Significantly changed 56. What specifically has changed? 6/12

7 57. What are the main challenges you see the leaders of your organization facing over the next 12 months? (Select top 3) Ensuring the organization: Delivers bottom line business growth Reduces operational costs Operates effectively with a reduced headcount Provides the flexibility to respond to the surrounding economy Embraces workforce diversity Capitalizes on opportunities within emerging markets Provides more sustainable structures in response to environmental pressures Caters for the individual needs of employees Consists of hierarchies and working structures suited to emerging, digital technologies Other please specify 58. What were the main challenges your organization s leadership faced three years ago? (Select top 3) Ensuring the organization: Delivers bottom line business growth Reduces operational costs Operates effectively with a reduced headcount Provides the flexibility to respond to the surrounding economy Embraces workforce diversity Capitalizes on opportunities within emerging markets Provides more sustainable structures in response to environmental pressures Caters for the individual needs of employees Consists of hierarchies and working structures suited to emerging, digital technologies Other please specify 7/12

8 59. The main factors that keep me at this organization are (select top 3): Exciting or challenging work Technical development Job security I have friends here Convenience I like my boss I like the location Autonomy/freedom to do my work as I see fit (eg., not being micromanaged) Opportunities to advance/career paths Good pay/benefits Good fit to the company culture Flexible hours or location of work Leadership development Meaningful work 60. What has your organization valued most in its leaders up until now? (Select top 5) Being a strong and dominant leader Leading effective senior teams Emotional maturity Focusing on customers and other external stakeholders Planning and organizing Delegating authority with support Decision making Collaboration/partnering across boundaries Agility/curiosity and openness to new ideas Cultural sensitivity Focus on execution Understanding the broad market context Resilience Influence Global leadership Technical competence and expertise Managing virtual teams Engaging people in thinking about the larger purpose of the organization Empathy/good listening Teamwork Managing complexity Holding people accountable 8/12

9 Ethics/social responsibility Leading innovation 61. What will your organization value most in its leader in the future (10-15 years)? (Select top 5) Being a strong and dominant leader Leading effective senior teams Emotional maturity Focusing on customers and other external stakeholders Planning and organizing Delegating authority with support Decision making Collaboration/partnering across boundaries Agility/curiosity and openness to new ideas Cultural sensitivity Focus on execution Ethics/social responsibility Understanding the broad market context Resilience Influence Global leadership Technical competence and expertise Managing virtual teams Engaging people in thinking about the larger purpose of the organization Empathy/good listening Teamwork Managing complexity Holding people accountable Leading innovation 62. Please answer the questions below: External training Leadership development program/activity How much does your organization rely on the following leadership development activity (1-5)? 1 = Not at all 5 = To a great extent How effective is the following leadership development activity (1-5)? 1 = Not effective 5 = Very effective Executive MBA program Business courses (eg., finance, marketing) External leadership development programs 9/12

10 Outdoor activity-based programs (eg., rope courses) Individual coaching by an external coach Internal training Leadership development program/activity How much does your organization rely on the following leadership development activity (1-5)? 1 = Not at all 5 = To a great extent How effective is the following leadership development activity (1-5)? 1 = Not effective 5 = Very effective Web-based self-study leadership modules Paper-based self-study leadership modules Lectures on leadership principles Classroom-based leadership training programs (eg., programs with lectures, simulations, role plays) Assessment center solely for leadership development Blended learning (web-based, with live instructor) 360 degree feedback to assess and provide feedback on leadership attributes, skills, and traits Coaching by a trained internal coach Mentoring by another senior manager/executive Job shadowing 10/12

11 On the job training Leadership development program/activity How much does your organization rely on the following leadership development activity (1-5)? 1 = Not at all 5 = To a great extent How effective is the following leadership development activity (1-5)? 1 = Not effective 5 = Very effective Rotational job assignments/ deliberate management of the career path Company-sponsored community/volunteer assignments Additional developmental activities/special projects Nominations for the 'Best Companies for Leadership Please nominate the top three companies other than your own that you believe are the Best Companies for Leadership. Please cast your thoughts to the many different companies you know, and consider companies that might not be obvious to others. We are interested in relatively well-known companies and in hidden gems. 63. Please name three global companies that you would consider among the Best Companies for Leadership Company 1: Company 2: Company 3: 64. Please name three companies from your region that you would consider among the Best Companies for Leadership Company 1: Company 2: Company 3: 11/12

12 65. How does the company where you work stand as a Best Company for Leadership? Do not know/not applicable Does not develop leadership at any level Only offers leadership opportunities to those already in leadership roles Has some strengths but struggles a bit Is a great company for leadership 66. Please describe the top three things that your organization does to make it a good place for leadership: 67. Please describe the top three things that hinder your organization from being a great place for leadership: Completed Thank you Your responses have been submitted. The results of the survey will launch in November In addition, Hay Group will provide respondents with a complimentary summary of the survey findings. Questions? Contact [email protected] 12/12