The document discusses achieving return on investment from leadership development investments. It recommends identifying the potential and competencies of top performers to create a leadership profile, then assessing all leaders and developing individualized plans to close competency gaps. Regular reviews are advised as business needs change rapidly. The overall approach aims to consciously manage leadership to maximize ROI.

1. Achieving ROI on your Leadership investment Presented by: John F. Bradford Senior Vice President Consulting Services Profiles International, Inc. [email_address] 254-399-5551

5. . ‘ Low Producers’ 16% 48% less than average ‘ Superior Producers’ 16% 48% more than average ‘ Average Producers’ 68%

7. Mortgage Bank Leadership Team – 360  Assessed Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Great leaders generate higher net income -$1.2M $2.4M $4.5M -2 -1 0 1 2 3 4 5 Net Income (millions) Least Effective 10% Middle 80% Most Effective 10%

8. Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Inspirational leaders make a remarkable difference Average leaders have average impact Poor leaders cause disengagement & ‘mental turnover’ Leadership Effectiveness Impacts Employee Engagement Leadership Effectiveness Employee Engagement

11. Best Possible Leaders?

12. 1. They do the job well – Get the required results

13. 2. They get results – without negatively affecting your most expensive asset: your people

14. 3. They have the potential to deal with it should your business environment change

15. What Makes the Best Different?

16. First, it’s potential: ‘ Who they are and what they can become’

17. Then, it’s competency: WHAT they do

21. Unless you manage both potential AND competency you include hope as an element in your strategy

26. Predicting Performance The example’s on the following slides were generated from the ProfileXT. The Profile XT is the most technologically advanced, state-of-the-art system available today for measuring human potential and predicting job performance .

28. Top Performer Profile Shaded areas indicate the required potential The Profile shows requirements for superior performance in your company 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 Thinking Style Occupational Interests Behavioral Traits Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning Enterprising Financial/Admin People Service Technical Mechanical Creative Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment

29. Good Match 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 Thinking Style Occupational Interests Behavioral Traits Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning Enterprising Financial/Admin People Service Technical Mechanical Creative Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment

30. Questionable Match 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 10 9 8 7 6 5 4 3 2 1 Thinking Style Occupational Interests Behavioral Traits Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning Enterprising Financial/Admin People Service Technical Mechanical Creative Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment

32. Know with total clarity what Potential is essential for leadership success in your organization – and hire / develop to produce it

33. Predicting Performance The example’s on the following slides were generated from the ProfileXT. The Profile XT is the most technologically advanced, state-of-the-art system available today for measuring human potential and predicting job performance . To learn more please contact: John Bradford, Senior Vice President Profiles International, Inc. [email_address] Phone: 254-399-5551

35. You must know your managers and their competencies… … inside out

38. 15 minute to look inside your leadership capabilities… Anonymous & Confidential Anonymous & Confidential

39. Measuring Competencies The example’s on the following slides were generated from the Checkpoint 360 survey. The Profiles CheckPoint Management System is a powerful three-part solution for management and leadership skills.

40. How do my manager-leaders rate on critical competences?

41. How do my manager-leaders rate on critical competences?

42. What are their ‘Talents’ – and my particular ‘Focus’ areas?

43. What are their ‘Talents’ – and my particular ‘Focus’ areas?

44. Where are they strong, where do they need to develop?

47. Step-by-Step Individual Development Action Plan

48. Measuring Competencies The example’s on the following slides were generated from the Checkpoint 360 survey. The Profiles CheckPoint Management System is a powerful three-part solution for management and leadership skills To learn more please contact: John Bradford, Senior Vice President Profiles International, Inc. [email_address] Phone: 254-399-5551

50. Competences and Skill essential for success?

51. How good do we believe we are in these critical areas?

52. What does my organization need to focus on? Development priorities - presented in order of urgency

54. The ‘game’ changes all the time - and you must change with it

55. “ Sure, the lion is king of the jungle, but airdrop him into Antarctica, and he's just a penguin's bitch” Dennis Miller

56. Results we Require? Potential to achieve these results? Competency to achieve these results Action! Identify, Plan, Develop

63. If you keep doing what you’re doing… You’ll keep getting what you’re getting

64. Gratuitous Plug To learn how we can help you “Achieve ROI on your Leadership Investment “ please contact: John Bradford, Senior Vice President Senior Vice President Consulting Services Profiles International, Inc. [email_address] Phone: 254-399-5551

65. Achieving ROI on your Leadership investment