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Predicting, Developing, and Measuring Leadership Effectiveness in the Human Age PHRA Annual Conference Oct. 14 th 2016
Predicting, Developing,
and Measuring Leadership
Effectiveness in the Human Age
PHRA Annual Conference
Oct. 14th 2016
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We would like to Welcome you!
October 7, 2016
Lisa Watson
Business Development Consultant
Pittsburgh Market
Naina B. Bishop, Ph.D.
Senior Talent Management Consultant
Regional Coaching Practice Leader
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What Keep You UP at Night?
October 7, 2016
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Today’s Agenda
• Macro Trends Impacting Leadership
• Macro Trends Impacting Organizations
• Three Elements of Leadership Effectiveness in 21st
Century (P3 Model)
October 7, 2016
Progress. Optimization. Productivity. Growth.
WHY FRESH THINKING IS NEEDED IN TODAY’S
BUSINESS ENVIRONMENT
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Do you have an effective Leadership program in place?
Entry Level
High Potentials
Other
Not at all
October 7, 2016
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Why old leadership models may not work today?
Let’s talk about our new reality
October 7, 2016
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Accelerating
Shifts in the
Human Age
Driving the need
for a more agile
workforce
Economic Evolution Drives talent mismatch and talent
shortage
• 50% of employees change careers after
12-months
• 22% of organizations do not believe that
they have future leaders identified for
critical roles
Certain Uncertainty- Drives need for faster time-to-value
Employees and employers have different
expectations around productivity
• 43% say work life balance is their primary
career aspiration, and only 10% associate
career success with high performance
• Only 25% of managers believe their
workforce effectively responds to change
Technological Innovations Drives need for increased agility
• Technology is increasing the pace of
change
• The lifecycle of skills is decreasing
Re-segmentation of Markets Drives need for one-size-fits-one
• By 2025 there will be more Millennials in
the workforce than there have been
people at any other time – are your
leaders prepared to lead them?
• 68% of managers are not engaged in
the career development of their
employees
What led us to this approach? Changes in the world of work are accelerating at a pace and scale never seen before. These four
transformational trends have a direct impact on your leadership team. Our point of view on leadership
effectiveness helps to ensure our clients are positioned to succeed in these dynamic and uncertain times.
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Past Business
Models Favored
The Human
Age Demands
AGILITY AND FLEXIBILITY
Business Models are Shifting from Stability to Agility This has led to a shift in employee capabilities and ultimately what employers value
• Loyalty
• Predictable Capabilities
• Mastery
• Innovative Thinking
• Agility and Adaptability
• Potential to Learn
STABILITY
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Our Research
October 7, 2016
“What’s keeping you up at night?” We surveyed 400 global business leaders to
get their unique perspectives on the biggest challenges facing their industries.
• Digitalization (42%)
• Aging Population (18.75%)
• Multigenerational Workforce
(12.5%)
• Economic Factors (11.75%)
What are the most important global trends impacting your
industry?
• Changing relationships between employers and employees (32%)
• Technological innovations (29%)
• Employees changing careers
more frequently and lack of
future leaders identified (25%)
• Changes in attitudes to careers
& a younger, tech-savvy
workforce (14%)
• Agility (27%)
• Future Looking (11.4%)
• Listening & Communication
(11%)
• Empathy (9%)
• Innovation & Inspiration 8.3%)
Which of the following trends are most relevant to your
organization?
What are the top 5 most important ingredients needed
by a leader in the Human Age?
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Refining the model
We were determined to develop a
methodology that is practical for
businesses to use. We relentlessly
refined our model to arrive at a highly
focused set of “ingredients” – not too
many, and none exotic – that enables
organizations to realize maximum
business impact with a realistic
investment of resources.
October 7, 2016
4 Inherent Enablers
3 Highly Focused Capabilities & 18 Sub-Capabilities
competencies
original 60
Alignment. Positivity. Engagement.
THE P3 LEADER MODEL
Right Management’s point of view around how to identify and develop leaders for your organization, ensuring they can operate successfully in uncertain and dynamic markets.
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Unveiling the model
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ASSESS: Inherent Enablers Predicting Future Success
Adaptability: Comfortable with ambiguity,
complexity and uncertainty
Drive: Hunger, energy and desire
to be successful
Endurance: Highly resilient, tenacious
and has stamina
Brightness: Intellectually curious &
sharp, with a strong appetite
to continuously learn
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DEVELOP: Coachable Capabilities Developing talent-focused skills
October 7, 2016
Unleash Talent • Demonstrates integrity
• Builds trust
• Shows humility
• Champions feedback
• Enables careers
Accelerate
Performance • Shares purpose
• Balances present/future
• Adapts internationally
• Inspires transformation
• Champions collaboration
• Drives team effectiveness
• Builds capability
Dare to Lead • Makes decisions
• Seizes opportunities
• Challenges authority
Fosters innovation
• Evolves approach
• Shows self-confidence
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WIN: Business Outcomes Establishing Meaningful KPIs
October 7, 2016
Individual and Organizational
Sense of Purpose
Increased Level of
Engagement Management
Meaningful Career
A More Human Organizational
Culture
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Why is this different?
October 7, 2016
The world is awash in leadership models
but the results continue to disappoint.
This approach differs from existing models
in three ways:
Inherent Enablers are aligned to the
challenge of leading in times of certain
uncertainty.
Coachable Capabilities are narrowed to
those that matter most to deliver the desired
outcomes
Business Outcomes are defined not only in
financial terms but also in metrics that
measure the impact on human motivation
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October 7, 2016
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Questions & Call to Action
• What idea has inspired you today?
• What is one action you can take tomorrow
to bolster leadership development in your
world?
THANK YOU!!!!!
October 7, 2016
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• Part of ManpowerGroup, the world leader in
innovative workforce solutions
• Global career experts, who enable organizations
to win by helping their employees succeed
• Tailored solutions to assess, develop and
transition talent to drive faster time to value
• Global reach & local delivery
PEOPLE
TRANSITIONED
& DEVELOPED
IN 35 YEARS
OF GLOBAL 500
OF FORTUNE 500
+ MILLION
3
70%
80%
SERVE
&
Right Management Global Career Experts
Thank You! We would love to partner with you. Feel free to contact us.
Lisa Watson: [email protected] 412-680-6937
Naina Bishop: [email protected]
