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Identifying Future Leaders

Identifying Future Leaders. Warren Bobrow, Ph.D. All About Performance warren@allaboutperformance.biz. What We’ll Cover Today. Identifying future leaders for future success Examine and evaluate different methods of succession planning.

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Identifying Future Leaders

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  1. Identifying Future Leaders Warren Bobrow, Ph.D. All About Performance warren@allaboutperformance.biz

  2. What We’ll Cover Today • Identifying future leaders for future success • Examine and evaluate different methods of succession planning. • Understand the importance of individual differences in leadership ability • Looking at different tools for identifying leadership potential • Links between succession planning, identification of leadership potential and organizational success • Wrap-Up

  3. Identifying Future Leaders for Future Success • Succession planning is really about determining “who is next” • It’s a strategic way to identify and groom leaders • Can also guide external recruiting

  4. Different Methods of Succession Planning • What is your organization doing? • What’s working? What’s not? • How do you avoid always promoting the most technically skilled person?

  5. Individual Differences in Leadership • Whether you think leaders are born or made there are differences in leadership style • Person vs. Task Oriented • Situationally Flexible vs. Consistent

  6. Individual Differences in Leadership • What are some differences between effective leaders and effective individual contributors? • Strategic vs. tactical thinking • Leaders need to be effective coaches

  7. How To Measure Individual Differences • Self-Report • Convenient/Fast • Reliable as long as the person’s truthful • Requires person to be introspective

  8. Example of Self-Report

  9. Caveat Emptor of Self Report • Many published tests are designed for insight, but have no bearing on performance • Difficult to coach people on traits

  10. Advantages for Succession Planning • Uncovers desire to be a leader • Lets you know who may have the appropriate style

  11. How To Measure Individual Differences • 360 Feedback • Healthcare LOVES 360 • Captures perceptions of behavior from different groups

  12. Example of 360 Feedback

  13. Caveat Emptor For 360 Feedback • Not every rater group interprets items in the same way • This type of feedback can have negative consequences • Peer ratings are not reliable when they are competing for resources

  14. Advantages for Succession Planning • You can only be a leader if you have followers • Can show development areas

  15. How To Measure Individual Differences • Assessment Centers • A day-in-the-life role-play • In-basket • Coaching • Group Problem Solving • Presentation • Measures skills and abilities separate from job knowledge • Feedback based on actual behavior

  16. What Assessment Centers Measure • Decision Making • Coaching • Teamwork • Leadership in several situations

  17. Caveat Emptor for Assessment Centers • Resource intensive

  18. Advantages for Succession Planning • Objectively measured • Provides direct comparison of participants • Clear link with training and development

  19. The Big Picture • If you do not plan for future leaders, you’ll always promote the most technically competent • Whether you believe that leaders are born or nurtured, you still need to identify them • Organizations are driven by talent

  20. Q&A

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