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Identifying Future Leaders for Organizational Success

Discover the methods and tools for succession planning, understand individual differences in leadership styles, and explore ways to identify leadership potential. Learn how to measure individual differences through self-reporting, 360-degree feedback, and assessment centers. Gain insights into the advantages and challenges of different methods to groom future leaders and ensure organizational success.

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Identifying Future Leaders for Organizational Success

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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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