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Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
Identifying, Selecting And Developing High Potential Leaders   Lessons From The Field
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Identifying, Selecting And Developing High Potential Leaders Lessons From The Field

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Todd Harris, Ph.D., director of research for PI Worldwide shares some of the key elements required to identify and more importantly, develop high-potential leaders

Todd Harris, Ph.D., director of research for PI Worldwide shares some of the key elements required to identify and more importantly, develop high-potential leaders

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  • That completes our review of fourth quarter and full year 2006 results I would now like to turn your attention to our Investor Day presentations…..
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    1. Identifying, Selecting and Developing High-Potential Leaders: Lessons from the Field Todd Harris, Ph.D. - PI Worldwide Teddi Reilly – Cymer, Inc. Susan Wombacher - DirecTV © 2009 Praendex Incorporated. All rights reserved.
    2. Today’s Discussion Questions <ul><li>How are global companies currently identifying top leadership talent? </li></ul><ul><li>What processes do these companies have in place to select and develop their future leaders? </li></ul><ul><li>What practices have a demonstrable impact on accelerating the readiness of future leaders? </li></ul><ul><li>What are some common mistakes to avoid? </li></ul><ul><li>Closing Thoughts and Q & A. </li></ul>
    3. The Current Leadership Landscape <ul><li>The new leadership “cocktail” – urgency, uncertainty, and high stakes. </li></ul><ul><li>The “patient” has survived – but how do we help him adapt and thrive? </li></ul><ul><li>“ We are basing our leadership models and decisions on those who can adaptively lead in a permanent state of crisis.” </li></ul><ul><li>A shortage of “ready-now” leaders who can manage a P&L, lead through a crisis, manage new acquisitions and markets, etc. </li></ul><ul><li>Strike the right balance between the execution of today and the adaptation of tomorrow. </li></ul>
    4. Core System Elements <ul><li>Owned by the CEO and his/her executive team. </li></ul><ul><li>Integrated. </li></ul><ul><li>Transparent. </li></ul><ul><li>Simple. </li></ul><ul><li>Measurable. </li></ul><ul><li>Talent owned by the whole company, not divisions or functions. </li></ul>
    5. Talent Identification <ul><li>A “portfolio” strategy. Where are the mission-critical roles of today and tomorrow? </li></ul><ul><li>Driven by business strategy and growth targets. </li></ul><ul><li>Not always the roles and levels you might think. </li></ul><ul><li>Hitting a “moving target” – executive role demands are not static. </li></ul><ul><li>“ Development cocoons.” </li></ul>
    6. Talent Selection <ul><li>Definitive, well-understood criteria. </li></ul><ul><li>Current performance and likelihood of future success. </li></ul><ul><li>Multidimensional: A balance of operations, revenue, people and ethics. </li></ul><ul><li>Rigorous, formal, data-based assessment. </li></ul><ul><li>The “few” versus the “many.” </li></ul>
    7. Talent Development <ul><li>Developmental “GPS” systems. </li></ul><ul><li>A variety of experiences – and what you’ll take away from each one. </li></ul><ul><li>Cross-validation: Do the developmental experiences that we THINK accelerate leadership performance in fact do so? </li></ul><ul><li>Multi-modal, multi-level learning. </li></ul>
    8. <ul><li>Thank you! </li></ul><ul><li>Questions? [email_address] | @piworldwide </li></ul><ul><li>http://www.linkedin.com/in/piworldwide </li></ul><ul><li>More Information: http://www.piworldwide.com </li></ul>

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