Leadership ROI : Nothing Else Matters

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Everybody in your business is all about reducing cost, improving productivity and increasing the bottom-line- Nothing Else Matters!. As a leader where do you start and how will you do it?

In this webinar you will learn:

Creating a leadership strategy that increases your leadership ROI.

How to implement a leadership strategy specific to the needs of your unique organization

How to hire the right leader / manager the first time.

Identify and develop future leaders of your organization.

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Leadership ROI : Nothing Else Matters

  1. 1. LEADERSHIP RONothing Else Matters!#LeadershipROI
  2. 2. TODAY’S PRESENTER HEINTJIE SANTOS Assessment Solution Expert | Director, Profiles Asia Connect with me www.linkedin.com/in/heintjiesantos @Profiles_Asia HS@profiles.com.sg www.profiles.com.sg
  3. 3. What thisis notabout…
  4. 4. What thisis notabout…
  5. 5. What thisis notabout…
  6. 6. AGENDA1 Create and implement a leadership strategy that increases your leadership ROI.2 How to hire the right leader / manager the first time Identify and develop effective leaders of your3 organization
  7. 7. Creating Value for Our ClientsWe support our clients through the fullemployee life-cycle, helping them identify thebest people for their jobs and then developingthem to their fullest potential. The GLOBAL LEADER in Employee Assessment Solutions
  8. 8. 700 OFFICES WORLDWIDE The GLOBAL LEADER in Employee Assessment &Talent Management Solutions Established in 1991 125 COUNTRIES WORLDWIDE PRESENCE
  9. 9. 50 MILLION USERS 45,000 CLIENTS 33 LANGUAGES50,000,000 MILLION USERS
  10. 10. Diverse Base of Marquee CustomersCustomer Highlights§ 11,000+ Active Customers§ Includes Most Fortune 500 Global Companies
  11. 11. Clients We’ve Served
  12. 12. LEADERSHIP RONothing Else Matters!#LeadershipROI
  13. 13. Why A r e We Here?EVERYBODY in your business is all aboutreducing cost, improving productivity and increasing the bottom-line.
  14. 14. Where do you start ?You start where you spend most MONEY.  
  15. 15. Where do you start ? PEOPLEbut this is the least Financially managed part of business…….  
  16. 16. Avoid recruitingthe wrongPeople! My Gut Feel is she will be do great in this job.
  17. 17. if you get the right people , place them in the right job.. get them to be productive
  18. 18. Identify & retain your bestfolks and develop them to their fullest potentials
  19. 19. WHY IT MATTERS?
  20. 20. 37% Of SingaporeEmployers Facing Talent Shortage On Talents! - Talent Shortage Survey 2012,Manapower Group
  21. 21. TOP JOBS EMPLOYERS ARE HAVING DIFFICULTY FILLING• Sales Rep• Management / Executives• Engineers - Talent Shortage Survey 2012,Manapower Group
  22. 22. REASONS FORDIFFICULTY FILLINGJOBS• 35% Lack of Available candidate• 29% Lack of Skills and Competencies On Talents! - Talent Shortage Survey 2012,Manapower Group
  23. 23. TOP 2 PREDICTOR OF EMPLOYEE TURNOVER 1. Immediate manager is unclear with his or her expectations 2. Poor Job Fit when employees perceive that they dont have opportunities to do what they do best every daySource: Gallup research, including meta-analysis, employee opinion polls, and exit interview studies conducted over the past 30 years
  24. 24. is going to be productive ?How do we know who
  25. 25. FRANK SCHMIDT & JOHN HUNTER “Experts in Productivity and Organizational Psychology” Reported in…85 Years ofResearch
  26. 26. Not all people in all jobs are created equal = not all people are equally productive.
  27. 27. Good leader / manager isthe difference between thesuccess and failure of any enterprise
  28. 28. Good leader / manager isthe difference between thesuccess and failure of any enterprise
  29. 29. Good leader / manager isthe difference between thesuccess and failure of any enterprise
  30. 30. Implications? Unless all your Managers /Leaders aresuperior performers, you are LOSING MONEY unnecessarily?
  31. 31. Implications?Every time you move performance of a manager/leader from Average Superior YOU HAVE A DRAMATIC AND MEASURABLE IMPACT
  32. 32. Get the wr ong people inm anagement po sitions and theente rprise fails. g 38% of the asset of the company. YouIf you are givin to know that they wil l use them well.have
  33. 33. Avoid recruitingthe wrongPeople! My Gut Feel is she will do great in this job.
  34. 34. BAD LEADERSHIP HAS A SERIOUS COST !
  35. 35. In this economy, you have to know if you got the right hire the first time
  36. 36. start with your BEST PEOPLE(TOP PERFORMERS)
  37. 37. Somebodys going to steal them.
  38. 38. You have to know who they are?What makes them who they are?so when we have to replace them your not doing the…..
  39. 39. SPAGHETTI TEST
  40. 40. Every time we are placing someonein the leadership/managementposition we have to do it …. ON PURPOSE
  41. 41. The Top 3 Criteria of Great Leaders
  42. 42. The Top 3 Criteria of Great Leaders(1) Getting results that the shareholders , customer and people expect!(2) Get the results without driving people away.(3) They must have the potential to deal with change should the environment change.  
  43. 43. Strategies to implement ?
  44. 44. Strategies to implement ? Let just hire a few and hope it works out
  45. 45. Strategies to implement ?HOPE Let just hire a few and hope it works out
  46. 46. Strategies to implement ?HOPE Let just hire a few and   hope it works out
  47. 47. Strategies to implement ?HOPE Let just hire a few and   hope it works out
  48. 48. Strategies to implement ?
  49. 49. Strategies to implement ?
  50. 50. Strategies to implement ?What if , I can take all myvery best folks in mycompany who has thePotentials andCompetencies to besuccessful Leadership funnel ON PURPOSE
  51. 51. Leadership strategy thatincreases your Leadership ROI.
  52. 52. start with yourTOP PERFORMERS
  53. 53. 1.RESULTS start with your TOP PERFORMERS
  54. 54. 1. RESULTS start with your TOP PERFORMERS 2.POTENTIALS
  55. 55. 1. RESULTS start with your TOP PERFORMERS 2.POTENTIALS 3.COMPETENCIES
  56. 56. 1.RESULTS RANK THE LEADERS/MANAGERS
  57. 57. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures
  58. 58. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures ü Project Delivered On time, On Budget
  59. 59. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures ü Project Delivered On time, On Budget ü Sales Per Month, Quarter or Annum
  60. 60. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures ü Project Delivered On time, On Budget ü Sales Per Month, Quarter or Annum ü Average Profit Margin Per Account
  61. 61. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures ü Project Delivered On time, On Budget ü Sales Per Month, Quarter or Annum ü Average Profit Margin Per Account ü Team Calls Handled Per Month
  62. 62. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures ü Project Delivered On time, On Budget ü Sales Per Month, Quarter or Annum ü Average Profit Margin Per Account ü Team Calls Handled Per Month ü Units Manufactured Per Month
  63. 63. 1.RESULTS RANK THE LEADERS/MANAGERS Carefully identify OBJECTIVE measures ü Project Delivered On time, On Budget ü Sales Per Month, Quarter or Annum ü Average Profit Margin Per Account ü Team Calls Handled Per Month ü Units Manufactured Per Month ü Supervisors/Managers Rating etc…
  64. 64. 2.POTENTIALS
  65. 65. Every success is 2.POTENTIALS different from one company to the other
  66. 66. 2. We need to askPOTENTIALS 3 Questions?
  67. 67. (1)Can they do the Job
  68. 68. (1)Can they do the Job(2)How will they do the Job.
  69. 69. (1)Can they do the Job(2)How will they do the Job.(3)Are they motivated to do the job?
  70. 70. ProfileXT® (PXT) Insights Measures "The Total Person”
  71. 71. Thinking  Style Learning IndexCan the person deal 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Verbal Skill with the mental 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning demands of their 1 2 3 4 5 6 7 8 9 10 Numerical Ability position 1 2 3 4 5 6 7 8 9 10 Numeric Reasoning Behavioral Traits 1 2 3 4 5 6 7 8 9 10 Energy Level 1 2 3 4 5 6 7 8 9 10 Assertiveness 1 2 3 4 5 6 7 8 9 10 Sociability 1 2 3 4 5 6 7 8 9 10 Manageability 1 2 3 4 5 6 7 8 9 10 Attitude 1 2 3 4 5 6 7 8 9 10 Decisiveness 1 2 3 4 5 6 7 8 9 10 Accommodating 1 2 3 4 5 6 7 8 9 10 Independence Objective Judgment 1 2 3 4 5 6 7 8 9 10 Occupa7onal  Interests 1 2 3 4 5 6 7 8 9 10 Enterprising 1 2 3 4 5 6 7 8 9 10 Financial/Admin 1 2 3 4 5 6 7 8 9 10 People Service 1 2 3 4 5 6 7 8 9 10 Technical 1 2 3 4 5 6 7 8 9 10 Mechanical 1 2 3 4 5 6 7 8 9 10 Creative
  72. 72. Thinking  Style Learning IndexCan the person deal 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Verbal Skill with the mental 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning demands of their 1 2 3 4 5 6 7 8 9 10 Numerical Ability position 1 2 3 4 5 6 7 8 9 10 Numeric Reasoning Behavioral Traits 1 2 3 4 5 6 7 8 9 10 Energy Level 1 2 3 4 5 6 7 8 9 10 AssertivenessAre comfortable with 1 2 3 4 5 6 7 8 9 10 Sociability the demands of the 1 2 3 4 5 6 7 8 9 10 Manageability Attitude environment they 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Decisiveness work in Accommodating 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Independence Objective Judgment 1 2 3 4 5 6 7 8 9 10 Occupa7onal  Interests 1 2 3 4 5 6 7 8 9 10 Enterprising 1 2 3 4 5 6 7 8 9 10 Financial/Admin 1 2 3 4 5 6 7 8 9 10 People Service 1 2 3 4 5 6 7 8 9 10 Technical 1 2 3 4 5 6 7 8 9 10 Mechanical 1 2 3 4 5 6 7 8 9 10 Creative
  73. 73. Thinking  Style Learning Index Can the person deal 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Verbal Skill with the mental 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning demands of their 1 2 3 4 5 6 7 8 9 10 Numerical Ability position 1 2 3 4 5 6 7 8 9 10 Numeric Reasoning Behavioral Traits 1 2 3 4 5 6 7 8 9 10 Energy Level 1 2 3 4 5 6 7 8 9 10 AssertivenessAre comfortable with 1 2 3 4 5 6 7 8 9 10 Sociability the demands of the 1 2 3 4 5 6 7 8 9 10 Manageability Attitude environment they 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Decisiveness work in Accommodating 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Independence Objective Judgment 1 2 3 4 5 6 7 8 9 10 Occupa7onal  Interests 1 2 3 4 5 6 7 8 9 10 EnterprisingLove their job and are 1 2 3 4 5 6 7 8 9 10 Financial/Admin motivated to do it 1 2 3 4 5 6 7 8 9 10 People Service 1 2 3 4 5 6 7 8 9 10 Technical 1 2 3 4 5 6 7 8 9 10 Mechanical 1 2 3 4 5 6 7 8 9 10 Creative
  74. 74. TheJobMatch™Pattern(Success Profile)Shaded areas indicate theJobMatch patternThe JobMatch patterns showrequirements for the job in yourcompany
  75. 75. Good MatchDark areas indicate theJobMatch patternYellow boxes show thecandidate’s scores
  76. 76. QuestionableMatchShaded areas indicate theJobMatch patternYellow boxes show thecandidate’s scores
  77. 77. ProfileXT® (PXT) Insights Having done this, we canshow you - graphically and quantifiably - to what degree current managers/ leaders ,or candidates for recruitment or promotion match that standard.
  78. 78. Considering the costs of developing You simply cannot afford to start with someone who is not likely to succeed.
  79. 79. What is it that these Managers / Leaders who has the Potentials , needs to do to be successful.
  80. 80. What is it that these Managers / Leaders who has the Potentials , needs to do to be successful. 3.COMPETENCIES
  81. 81. People don’t quit jobs…
  82. 82. People don’t quit jobs…They quit people!
  83. 83. People don’t quit jobs… They quit people!…and the people they quit are usually managers!
  84. 84. (1) Communication (2) LeadershipOur research has (3) Adaptabilityshown that theseare key (4) Relationshipscompetencies for (5) Task Managementmanager/leaderssuccess: (6) Production (7) Development of Others (8) Personal Development
  85. 85. CheckPoint 360Competency Feedback System
  86. 86. The 8 Universal Management Competencies and their 18 Skill Sets
  87. 87. The Good News:
  88. 88. The Good News: These are skills!Skills can be trained, changed, acquired, lost, retrained, honed and improved.
  89. 89. The Good News: These are skills!Skills can be trained, changed, acquired, lost, retrained, honed and improved. And, they can be measured!
  90. 90. Checkpoint 360 Insights
  91. 91. Checkpoint 360 Insights
  92. 92. Checkpoint 360 Insights
  93. 93. ARE YOU EVER TIRED OF NOT SEEING ANDNOT KNOWING THE RETURN ON INVESTMENT(ROI) ON YOUR TRAINING AND DEVELOPMENT ACTIVITIES
  94. 94. Checkpoint 360 Insights
  95. 95. Leadership strategy that increases For every leader/manager in your organization you should ;IDENTIFY KNOW DEVELOP
  96. 96. Leadership strategy that increases For every leader/manager in your organization you should ;IDENTIFY KNOW DEVELOP 1. RESULTS
  97. 97. Leadership strategy that increases For every leader/manager in your organization you should ;IDENTIFY KNOW DEVELOP 1. 2. RESULTS POTENTIALS
  98. 98. Leadership strategy that increases For every leader/manager in your organization you should ;IDENTIFY KNOW DEVELOP 1. 2. 3. RESULTS POTENTIALS COMPETENCIES
  99. 99. LEADERSHIP RONothing Else Matters!#LeadershipROI
  100. 100. WHAT WILL YOU GET(1) System (Software)(2) Executive & Management Reports(3) Workshop and Training(4) Resources and Manuals(5) Service and Support
  101. 101. WHAT WILL YOU GET(1) System (Software) § Profiles On The Web (POTW) The Virtual Assessment Center (the delivery system for the complete suite of Profiles products giving you the right to establish Assessment Centers for all your business units). This includes the 1-year hosting fee with 1 admin user.
  102. 102. WHAT WILL YOU GET(2) Executive & Management Reports
  103. 103. WHAT WILL YOU GET(2) Executive & Management Reports FOR THE INDIVIDUALS (MANAGERS) § Individual ProfileXT Report – Guide for self awareness and understanding § Individual Feedback Checkpoint 360 (C360) Report – speaks to the manager § C360 Comparison Report – compares 2 different reports and speaks to the Manager
  104. 104. WHAT WILL YOU GET(2) Executive & Management Reports FOR THE INDIVIDUALS (MANAGERS) § Individual ProfileXT Report – Guide for self awareness and understanding § Individual Feedback Checkpoint 360 (C360) Report – speaks to the manager § C360 Comparison Report – compares 2 different reports and speaks to the Manager   FOR THE MANAGEMENT § Job Analysis Report § ProfileXT Coaching Report § C360 Management Report – speaks to the boss
  105. 105. WHAT WILL YOU GET(2) Executive & Management Reports FOR THE INDIVIDUALS (MANAGERS) § Individual ProfileXT Report – Guide for self awareness and understanding § Individual Feedback Checkpoint 360 (C360) Report – speaks to the manager § C360 Comparison Report – compares 2 different reports and speaks to the Manager   FOR THE MANAGEMENT § Job Analysis Report § ProfileXT Coaching Report § C360 Management Report – speaks to the boss § C360 Management Comparison Report - compares 2 different reports and speaks to the boss   FOR THE EXECUTIVE / CEO § Executive Team Performance Model (Success Profile) § C360 Executive Overview - 3 or more Checkpoint 360 surveys of the same time period and speaks to the C-Suite Executives
  106. 106. WHAT WILL YOU GET(3) Workshop and Training WORKSHOP § Executive Masterclass: Identifying and Developing Future Leader of your Organization TRAINING § 4 ½ Executive / Administration Implementation Workshop ON-DEMAND WEBINAR § 24/7 Access to pre-recorded webinars, training and workshops
  107. 107. WHAT WILL YOU GET(4) Resource and Manuals PROFILES RESOURCE CENTER (PRC)   § Your company will be entitled to our leadership weekly newsletter and research report publication, white papers and case studies as a way of keeping your workforce of the most updated insights in sustaining a high performing-customer service organization   USER GUIDE   § One ProfileXT Users Guide and Quick Reference Guide § One Profiles Sales Assessment Users Guide and Quick Reference Guide Checkpoint 360 Users Guide and Quick Reference Guide   TECHNICAL MANUALS   § One ProfileXT Technical Manuals § One Profiles Sales Assessment One ProfileXT Technical Manuals § Checkpoint 360 One ProfileXT Technical Manuals
  108. 108. WHAT WILL YOU GET(5) Service and Support LIFETIME CUSTOMER CARE™   § As long as you are a client of profiles we guarantee you a lifetime customer support service and consulting which includes reviewing your performance models, ROI calculations, yearly training / workshop on profiles product internalization.
  109. 109. WHAT WILL YOU GET(1) System (Software)(2) Executive & Management Reports(3) Workshop and Training(4) Resources and Manuals(5) Service and SupportTotal Investment Per Manager:
  110. 110. TODAY’S PRESENTER HEINTJIE SANTOS Assessment Solution Expert | Director, Profiles Asia Connect with me www.linkedin.com/in/heintjiesantos @Profiles_Asia HS@profiles.com.sg www.profiles.com.sg
  111. 111. I would like to have an appointment with a Profiles Representative? A. Yes B. No C. CONTACT MEHave an immediate need ? Call us at +65 65717031 URL: www.profiles.com.sg
  112. 112. Contact can help you develop We Us outstanding leaders/managers in Profiles Assessment Asia (Pte.) Limited you organization! An Authorized Strategic Business Partner of Profiles International 14 , Robinson Road, #08-01A, Far East Finance, Singapore 048545 Here to Get Started Click with a Free Trial and Consultation Email: info@profiles.com.sg Telephone: 65717031 No Upfront Investment, No Obligation, Fax: 63334636 100% Risk Free Website: www.profiles.com.sg CALL US +65 65717031 | EMAIL US info@profiles.com.sg Share , Connect and Follow Uswww.profiles.com.sg©2012 Profiles International, Inc. All rights reserved.

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