Post on 21-Oct-2014
description
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Developing Leaders for Today and Tomorrow
Jody L. S. Dietz
February 12, 2013
Rochester Business Alliance
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AGENDA Welcome Objectives Keys to Leadership Development Succession Planning Q&A’s Round Table Discussion
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WELCOME Who am I?
As a personAs a professional
Today’s Session
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OBJECTIVES Share keys to leadership development Explore succession planning Respond to questions Engage in open discussion of best
practices
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KEYS TO LEADERSHIP DEVELOPMENT
Establish a leadership development strategy Align with Business Strategy Key component of the HR Strategy Be clear about your priorities Focus on a few initiatives Communicate, Communicate,
Communicate
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KEYS TO LEADERSHIP DEVELOPMENT
Create a leadership competency model Identify the core competencies Include capabilities that are essential to
your organization Combination of business and
interpersonal skills Don’t need to spend a lot of $ on
consultants (e.g.: high performers) Keep it simple
Business Leadership
People Leadership
Self Leadership
SAMPLE: CORE COMPETENCIES FOR BUSINESS LEADERS
• Develop and motivate diverse team
• Aligns people around shared vision
• Embraces and Leads Change• Establishes and
communicates clear goals
Managing Relationships
People Leadership Self LeadershipBusiness Leadership
Business Acumen
Industry Specific Knowledge
Technology
Operations Management
Strategy Resilience
Winning Spirit
Emotional Maturity
Company Values
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• Giving and receivingfeedback
• Coaching• Listening • Constructive debate• Authenticity• Credibility
• Functional interdependencies
• Profitability• P&L Management
• Analytical Thinking• Risk Assessment• New Business Development
• Innovation• Social Media
• Competitor Information• Externally networked
• Process Improvement• Distribution
Organizational Influence
• Goal oriented and focused
• Rapid learner; committed to lifelong learning
• High energy and stamina
• Manages stress• Flexible and
adaptable• Comfort with
ambiguity
•Self-confident•Self-awareness•Emotional Intelligence•Self-accountability
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KEYS TO LEADERSHIP DEVELOPMENT
Assess incumbent capability Business results Demonstration of skills Feedback Identify strengths and gaps
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KEYS TO LEADERSHIP DEVELOPMENT
Provide candid feedback Create a culture of feedback and
coaching 360 Leadership Assessment
Align with core competenciesDevelopment vs. performance feedbackSelf, manager, peers, others and direct
reportsAnonymity?Open-ended commentsSimple and practical feedback report
StrengthsFinder 2.0 (Marcus Buckingham)Power of identifying and leveraging
strengths
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KEYS TO LEADERSHIP DEVELOPMENT
Leverage a robust development planning process Create individual development plans Integrate performance feedback and
assessment results Quarterly development discussions Prioritize gaps and strengths Select development goals – less is more! Leverage a broad array of development
techniques e.g.: mentoring, shadowing, formal training,
experiences, assignments, moves, independent study and exposure
Individual Development Plan
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SAMPLE INDIVIDUAL DEVELOPMENT PLANName:
Development Goal
Development Action(What/When)
Key Learnings
How Applied? Results Achieved/ Progress to Date
Strengths Prioritized Development GoalsGaps
Last Reviewed: 2/12/13
1)2)3)
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KEYS TO LEADERSHIP DEVELOPMENT
Manage selection process Identify key jobs Identify pools of potential candidates Create a forum in which open positions
and available leaders can be discussed Stretch assignments vs. Ready today
(fully proficient) Great moves across organizational,
functional &/or geographic boundaries Direct sourcing for external hires
Internal vs. External Sourcing
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SUCCESSION PLANNING Create a strategic process whereby you
assess your talent Identify level of potential
Identify key positions Value of benchmarks With whom do you share this
information? Not a guarantee of promotion – a
snapshot in time Integrate into development planning Accelerate development for high
potentials Impact on retention
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SUMMARY
Keys to Leadership Development1) Establish a leadership development
strategy2) Create a leadership competency
model3) Assess incumbent’s current
capability4) Provide candid feedback5) Leverage a robust development
planning process6) Manage selection process
Succession Planning
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Q’S & A’S
Who?
What?
Why?
How?
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ROUND TABLE DISCUSSION
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JODY L. S. DIETZLeadership, Engagement
And Development Consultant
Jody.dietz@frontier.com
585-350-8290linkedin.com/in/jodydietz