It is obvious that most talented people arrive in their organizations with above average…
Intelligence & Functional Skills
BUT, talented individuals have varying degrees of mature and effective…
Talent: Interpersonal Behaviors
It will only be the talented individuals with mature and effective Interpersonal Behaviors who will make …
And, at each level of the Leadership Ladder , the degree and effectiveness of their Interpersonal Behaviors will be tested and must grow.
The Leadership Ladder
We each begin our careers as Individual Contributors
Based on our success as Individual Contributors , we are given opportunities to advance onto the Leadership Ladder :
Functional Skills: The Beginning
We each begin our careers by acquiring…
Marketing and/or Sales Skills
Supply Chain Management Skills
Functional Skills: The Beginning (cont)
As new professionals we each use our Functional Skills to various degrees of success.
At this point in our careers, we are considered…
Stepping Onto The Leadership Ladder
For those of us who use our Functional Skills at a very high level, and consistently contribute to the success of the organization, it becomes likely that we will be selected for…
Advance To Leadership
Stepping Onto The Leadership Ladder (cont)
Successful leaders at any level of the Leadership Ladder will rely less and less on their Functional Skills , and more and more on their Intelligence and Interpersonal Behavior Skills .
At each level of the Leadership Ladder , higher degrees of effectiveness will be required of our Interpersonal Behavior Skills .
Interpersonal Behavior Skills
The Dimensions of Interpersonal Behavior Skills:
The Self-Awareness Dimension includes: Emotional Awareness; Accurate Self-assessment; and Self-confidence
The Self-regulation Dimension includes: Self-control, Trustworthiness, Conscientiousness, Adaptability, and Innovation
The Motivation Dimension includes: Achievement Drive, Commitment, Initiative, and Optimism
The Empathy Dimension includes: Understanding Others, Developing Others, Service Orientation, Leveraging Diversity, and Political Awareness
The Social Skills Dimension includes: Influence, Communication, Conflict Management, Leadership, Change Catalyst, Building Bonds, Collaboration and Cooperation, and Team Capabilities.
Assessment of Top Individual Contributors
Completion of an Interpersonal Behavior Skills Assessment
Identification of “Top Talent”
Using Performance Reviews and Assessment results, Top Talent in the organization will be identified
The assessment team can consist of Sponsor, HR representative, Coach Davis
360 Degree Interviews Linked to Assessment Results
Clients/Customers (when appropriate)
Friends & Family
Review of Assessment and Interview Findings
Buy-In & Commitment
Action Steps & Coaching
Talent Development (cont)
Implementing The Action Plan
Ongoing coaching with Coach Davis
Six Month Re-Assessment
Check-In To Measure Progress
Ongoing Coaching With Coach Davis
Coaching for leadership development and results
Check-In To Measure Progress Against Plan
Annual Results Assessment With Corporate Sponsor
Organizational Leadership Training
Each organization will also need to train managers in the following areas: Staffing Plans, Hiring, Annual Performance Reviews, Ongoing Performance Management, Team & Meeting Management, Budgeting, Workflow Design, Measuring Results, and Reporting.
Leadership Development Coaching can run parallel to training on these tasks. Working with the Sponsor and HR, the two can be integrated.
Leadership Development Assignments
During the first year of Talent Development, participants (aspiring leaders) can be offered leadership development assignments:
Intentional leadership assignments to test skills
During these leadership development assignments, Coach Davis will continue his coaching, incorporating Action Plan coaching with the challenges of the new leadership assignment
“ We believe companies can increase their market cap 50 percent in 3 years. Steve Macadam at Georgia-Pacific … changed 20 of his 40 box plant managers to put more talented, higher paid managers in charge. He increased profitability from $ 25 million to $ 80 million in 2 years.” —Ed Michaels, War for Talent