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Launching Tomorrow’s Business Leaders: Assessment and Development. Background and Goals of the Initiative. Preparing our students to be global business leaders Success at Krannert Success in the (initial) job market Long-term career success Offering a supplement to curricular experiences

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background and goals of the initiative
Background and Goals of the Initiative
  • Preparing our students to be global business leaders
      • Success at Krannert
      • Success in the (initial) job market
      • Long-term career success
  • Offering a supplement to curricular experiences
      • Relational and leadership capabilities: the “soft skills”?
  • Creating an individualized developmental plan for you (“meeting you where you are”)
  • Instilling an appreciation for openness to feedback and a developmental orientation
  • Emulating the best practices of organizations in managing human capital
what do organizations do best practices in human capital management
What do organizations do? (Best Practices in Human Capital Management)
  • An integrated approach to assessment and development
      • Based around a “competency model”
      • Provides a common framework and language for the dimensions on which you select employees, evaluate them and provide feedback, and develop them
  • Careful and comprehensive assessment on the behavioral competencies
      • “360” evaluations, to provide complete picture
  • Comprehensive feedback regarding ratings on the competencies
      • Particularly regarding self-other discrepancies
  • Provision of developmental opportunities that explicitly target specific competencies
  • Provision of performance coaches
      • To help make sense of feedback and create developmental action plans
how was the krannert competency model created
How was the Krannert Competency Model created?
  • Developed based on:
      • Interviews, focus groups, and surveys
      • With current and former students, staff, faculty, and corporate recruiters
      • Three criteria: those competencies

important for …

        • Success at Krannert
        • Initial job market success
        • Long-term career success
    • Resulted in a set of 12 core competencies…
what is the competency model for krannert master s students
What is the Competency Model for Krannert Master’s Students?
  • Trustworthiness and integrity
  • Personal responsibility
  • Professionalism
  • Initiative
  • Oral Communication
  • Written Communication
  • Decision-making and Decisiveness
  • Strategic Thinking
  • Networking
  • Team building
  • Cultural Appreciation
  • Adaptability
trustworthiness and integrity
Trustworthiness and Integrity


Actions are aligned with what one says and with agreed-upon ethical principles. Maintains confidentiality in dealing with sensitive information.

personal responsibility
Personal Responsibility


Accepts responsibility for one’s own actions, decisions, and deliverables; holds oneself accountable; follows through on promises; owns one’s own education, development, and career planning.



Conducts oneself in line with business-professional standards regarding dress, communication, and respectful and collegial engagement with others; effectively manages one’s reputation and brand.

initiative and urgency
Initiative and Urgency


Takes a proactive approach to identify and address what needs to be done.

oral communication
Oral Communication


Using the English language, expresses thoughts verbally in a clear, effective, and compelling manner, in both conversations and formal presentations.

written communication
Written Communication


Expresses oneself in written English (e.g., memos, emails, course papers) clearly, succinctly, and effectively, with the use of proper grammar.

decision making and decisiveness
Decision Making and Decisiveness


Uses sound judgment and analytic skills to make appropriate decisions; knows when to move from analysis to action (to avoid analysis paralysis).

strategic thinking
Strategic Thinking


Looks at an issue from multiple vantage points while maintaining focus on the big picture.



Appropriately initiates and effectively maintains relationships with peers, faculty, staff, alumni, and corporate contacts.

team building
Team Building


Capitalizes on individual talents to build purposeful cooperation and commitment in a team.

cultural appreciation
Cultural Appreciation


Demonstrates awareness of, and both respects and values, the cultures and beliefs of others.



Readily adjusts to changing situations and demands.

opportunities for second year student involvement
Opportunities for Second Year Student Involvement
  • Opportunity for 360 assessment and feedback (September/October)
  • Opportunity to apply for the position of Coach to 1st year students (application: October/November; training: 3rd module)
  • Interested?
    • Contact
krannert project team
Krannert Project Team
  • Integrated involvement with Professional Masters Office…
      • Especially Joy Dietz and Jen Bennett
  • And Graduate Career Services
      • Especially Roger Stewart, Maureen Huffer & Jill Mullens
  • Partnered with the human capital development consulting firm ADAYANA (
  • Project Manager: Tom McDuffee (Executive Alumni in Residence;
  • Faculty Lead: Deidra Schleicher (Associate Professor, OBHR;
  • Our thanks to Dean Jerry Lynch and Dean Chris Earley for their support of this initiative