Leadership Strategy

a presentation brought to you by:

John Bradford

Leadership

the why, the how, the results! Strategy

www.profilesinternational.com

©2012 Profiles International, Inc. All rights reserved.

John Bradford John Bradford is the Senior Vice President of Profiles International Consulting and Coaching

Services. John is the driving force behind Profiles’ global consulting team, helping organizations identify, develop and deploy mid- and executive-level leadership talent. His

ability to identify the business context of an organization and apply creative thought to

desired business results enables him to craft practical and realistic solutions that can be

implemented from the C-Suite to the front line.

Most recently, John and his team worked with a global multi-national company to identify

the executive competencies that indicate Leadership readiness. Using projected business

results and the company’s 2020 Vision, John’s team developed an Executive Assessment Process that accurately and reliability identifies incumbent leaders who are candidates for

higher lever positions, strengthening the leadership pipeline and allowing for succession

planning.

John’s team provides Executive Coaching Services for incumbent and aspiring global leaders on five continents. He has worked with business of all sizes and within a wide variety of

industries. John’s focus on the achievement of business results and ability to help clients implement simple, practical and cost-effective solutions makes him a sought after resources

for clients around the world. Some of John’s recent clients include AECOM, Eastman Chemical and Raytheon Corporation.

A thought leader in the area of leadership development, John authored the Profiles’

CheckPoint Leadership Skill Building and Coaching series consisting of 18 Leadership Skill

Builders. These Skill Builders include an on-the-job leadership process, practical leadership

development activities, and a supporting coaching guide.

Prior to joining Profiles International, Bradford served on the faculty at the University of

Missouri-Columbia. He’s held senior positions with Fortune 100 and 500 companies, shouldering full responsibility for organizational and employee development. He has also

served as President and CEO for a U.S.-based consulting firm.

Senior Vice President Training & Consulting Services

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a presentation brought to you by:

John Bradford

Leadership

the why, the how, the results! Strategy



Today’s Objective’s

• Define a leadership strategy.

• Review the components of leadership strategy.

• Identify how to create and implement a leadership strategy specific to the needs of your unique organization.

1



Leadership Strategy

“The set of solutions and programs an organization

makes available to develop its leaders’ capabilities – the

experiential opportunities, the networking and feedback

opportunities, and the formal education opportunities.”

Source: Bersin & Associates, 2012

Leadership Strategy, The Link Between Business

Goals and Leadership Development Solutions

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Key Sources – Leadership Strategy

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The Role of Leadership Strategy

Source: Bersin & Associates 2012. 4



The Role of Leadership Strategy






Leadership Strategy is the Conduit between Business Strategy and Leadership Development Strategy

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Leadership Strategy is the Conduit between Business Strategy and Leadership Development Strategy

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The Leadership of An Organization

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The Leadership of An Organization

At a minimum, you should consider:

1. Quantity of leaders

2. Qualities desired in selection 3. Skills and behaviors needed to implement business strategy and to create the desired culture 4. Collective leadership capability of leaders acting together as a group, across boundaries to implement strategy, solve problems, respond to threats, adapt to change and support innovation. 5. The desired leadership culture

6



CCL - Leadership Strategy




Business Strategy and Leadership Strategy




Source

Leadership Lifecycle™

Align

Develop Reward

9



Source

Executive Performance Management

Leadership Communication

Executive Engagement

Executive Coaching

Leadership Competency Framework

Developmental Assignments

Leadership Brand

Build or Buy

Strategy

Succession Management

Long-Term Incentives

Short-Term Incentives

High-Potential Compensation

Align

Develop Reward

Leadership Lifecycle™

10



Leadership Strategy XYZ COMPANY

This leadership strategy outlines a plan for

finding leaders, aligning them with the

goals of the business, developing leaders,

and rewarding leaders.

• Competencies

• Sourcing Leaders

• Aligning Leaders

• Developing Leaders

• Rewarding Leaders

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Time and Resource

S T R A T E G I C N A T U R E

Leadership Strategy

12



Leadership Strategy XYZ COMPANY

This leadership strategy outlines a plan for

finding leaders, aligning them with the

goals of the business, developing leaders,

and rewarding leaders.

• Competencies

• Sourcing Leaders

• Aligning Leaders

• Developing Leaders

• Rewarding Leaders

13



Leadership Strategy - Competencies COMPETENCY NEEDS

Selection and Promotion

Résumé, Application, References Interview, Integrity Assessment Job Match Assessment

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Leadership Strategy - Competencies COMPETENCY NEEDS

LEADERSHIP DEVELOPMENT

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SOURCING LEADERS

• Make/Buy Mix.

• Succession Planning

• Onboading Leaders

- Ratio of Internal/External Hires

- Success Profiles develop for Critical Job Positions

- Assess Internal and External Candidates for Job Fit

- Commitment to Succession Plan

- Define how Performance, Potential, Talent

- Train all leaders

- Mentoring

- Share strengths as identified in hiring/promotion process

- Identify experience, knowledge, skill gaps

Leadership Strategy

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ProfileXT® Insight: What We Measure 10 9 8 7 6 5 4 3 2 1

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9 8 7 6 5 4 3 2 1

Thinking Style

Occupational Interests

Behavioral Traits

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Learning Index

Verbal Skill

Verbal Reasoning

Numerical Ability

Numeric Reasoning

Enterprising

Financial/Admin

People Service

Technical

Mechanical

Creative

Energy Level

Assertiveness

Sociability

Manageability

Attitude

Decisiveness

Accommodating

Independence

Objective Judgment

Approach to Learning

Performance

Motivation

• Speed of a training program

• Communication Style & Preference

• How analytical are they?

• How will they fit into the position?

• How will they make decisions?

• Where might they struggle?

• Will they stay engaged long term?

17





Leadership Strategy ALIGNING LEADERS

• Performance Management

• Engaging Leaders

• Executive Coaching

- Aggressive Goals

- Measure both the “What” and “How”

- Actively Monitored

- Workforce Engagement Survey

- CheckPoint360 Leadership Survey

- Provide External Coaches

* Transitioning

* Performance Acceleration

* Derailment Factors 18



Leadership Strategy DEVELOPING LEADERS

• Assignment-based Development

• High-potential Development

• Executive Development

- Job assignments primary method for development

- Internal Mentors and Coaches

- Highest share of development resources

- Group activities, exposure to senior team and board

- Review performance semi-annual basis

- Measure leadership growth with Checkpoint360

- Voice of customer (External and Internal)

- Communicating a clear vision, WIIFM

- Enterprise Business Acumen 19



Checkpoint360

20



Leadership Strategy REWARDING LEADERS

• BASE PAY

• ANNUAL INCENTIVE

• LONG-TERM INCENTIVES

- We set the XX % as goal for base-pay

- High potential employee pay at XX % plus XX %

- Internal Mentors and Coaches

- We provide up to the XX percentile range for annual

Incentives, strongly differentiate between median and high

Performers in distributing awards.

- Combination of performance-vesting incentives for

consistent leadership results and behaviors.

- Target the XX percentile for those awards, strongly

differentiate between median and high performers.

21







Leadership Development Initiative

22



Leadership Development Initiatives

First Line Leader Development

Assessment & Core

Experiences

Onboarding,

Transition Coaching

Individual Development Plan Manager Coaching

Work

Assignment, Developmental

Activities

Reinforcement Accountability

90 Days

23





Assessment & Core

Experiences

Onboarding,

Transition Coaching


Work


Activities


90 Days

Mid Level Leader Development

Assessment & Cross Functional

Experiences

Working Sessions w/Boss

Leadership Development Plan Executive Coaching

Job-Specific Experiences,,

Upward Exposure


90 Days

23





Assessment & Core

Experiences

Onboarding,

Transition Coaching


Work


Activities


90 Days

Mid Level Leader Development

Assessment & Cross Functional

Experiences

Working Sessions w/Boss

Leadership Development Plan Executive Coaching

Job-Specific Experiences,,

Upward Exposure


90 Days

Executive Level Leader Development

Assessment & Elective

Experiences

Series Of Working Sessions

Executive Assignment Plan Executive Mentoring

Key Strategic Initiatives


Ongoing

23





Hire Implement an Integrated Leadership Development Strategy to Grow Leaders at all Levels of the Organization!

• New Hire • Promotion

24





Hire

Team Player

Implement an Integrated Leadership Development Strategy to Grow Leaders at all Levels of the Organization!

24





Hire

Leader In Their Job


24





Hire

Strategic Leader


TALENT POOL



Today’s Objective’s

• Define a leadership strategy.

• Review the components of leadership strategy.

• Identify how to create and implement a leadership strategy specific to the needs of your unique organization.

25



Would you like to receive . . .

• Leadership Development Strategy Template (Leading the Way)

• Defining Performance

• Defining Potential

• Executive Success Profile

26

Questions?





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Leadership Strategy