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Identifying and Building Leadership Attributes that Deliver Results
Leadership Moneyball:
2
Every year, companies around the world spend
billions of dollars trying to develop stronger
leadership capability. Despite these massive
investments, leadership capability remains a
significant concern for most organizations.
This gap can be significantly narrowed when
clients start with a data-based understanding of
what good leadership looks like from the
perspective of both internal and external
stakeholders.
Create a direct link between
leadership attributes and
business results
Leadership
Attributes
Business
Results
3
When defining leadership attributes, include both
foundational and differentiating competencies.
60-70% of effective leadership is
common to any leader in any
business or geography; don’t put your
resources into identifying these.
30-40% of effective leadership is unique to
your business; make sure your leadership
model includes the behaviors that make
your brand real to customers.
Leadership Attributes
Leadership
Differentiators
Leadership
Fundamentals
4
Attributes Results
Fundamentals
Differentiators
Stakeholder
Expectations
Including differentiating attributes and external stakeholder expectations in defining what good
looks like makes sure that you are building leaders who will deliver results that matter to
customers and investors.
Customers
Investors
Employees
Organization
An Effective
Leadership Model
5
Too often companies neglect
to consider the degree to
which attributes enable
results stakeholders care
about. When they do, they
tend to focus on internal data
like engagement scores or
performance rankings.
External stakeholder
results are equally, if not
more, important measures of
leadership effectiveness.
Customers
Investors
Employees
Organization
Client Share/Customer Satisfaction
Profit Growth
Employee Engagement
Performance to Objectives
Stakeholder Results
External
Internal
In considering how well leaders deliver results, include
internal stakeholders and external stakeholders.
6
Results
• Identify the specific leadership behaviors
that matter to your stakeholders.
• Provide an outcome-driven leadership
profile that can be used for hiring and
development.
• Provide an in-depth analysis of the
impact of current leadership on your
organization.
• Determine the economic impact of
good leadership for the business.
Attributes
A “Leadership Moneyball” approach can help you create
a direct link between leadership and business outcomes
Results Results
Attributes
7
A “Leadership Moneyball” approach can help you narrow
the gap between the leadership investments you make and
the results you need from your leaders
Identify representative
group of leaders and target
metrics
Ensure leadership profile
includes differentiators
Gather data on leader
attributes and results
• Refine model and create
behavioral descriptors for
all levels
• Communicate model and
impact of improvements
in leadership
• Align people processes
with new leadership
model
Phase II:
Gather & Analyze Data
Phase I:
Set-up
Phase III:
Institutionalize
Perform statistical analyses
to determine attributes that
enable results
Quantify impact of
improvements in leadership
Contact us to learn more about RBL’s HR transformation services.
Contact Us
Contact Us Download Slides
Learn how you can drive results
for your organization.

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Building Leadership Attributes that Deliver Business Results

  • 1. Identifying and Building Leadership Attributes that Deliver Results Leadership Moneyball:
  • 2. 2 Every year, companies around the world spend billions of dollars trying to develop stronger leadership capability. Despite these massive investments, leadership capability remains a significant concern for most organizations. This gap can be significantly narrowed when clients start with a data-based understanding of what good leadership looks like from the perspective of both internal and external stakeholders. Create a direct link between leadership attributes and business results Leadership Attributes Business Results
  • 3. 3 When defining leadership attributes, include both foundational and differentiating competencies. 60-70% of effective leadership is common to any leader in any business or geography; don’t put your resources into identifying these. 30-40% of effective leadership is unique to your business; make sure your leadership model includes the behaviors that make your brand real to customers. Leadership Attributes Leadership Differentiators Leadership Fundamentals
  • 4. 4 Attributes Results Fundamentals Differentiators Stakeholder Expectations Including differentiating attributes and external stakeholder expectations in defining what good looks like makes sure that you are building leaders who will deliver results that matter to customers and investors. Customers Investors Employees Organization An Effective Leadership Model
  • 5. 5 Too often companies neglect to consider the degree to which attributes enable results stakeholders care about. When they do, they tend to focus on internal data like engagement scores or performance rankings. External stakeholder results are equally, if not more, important measures of leadership effectiveness. Customers Investors Employees Organization Client Share/Customer Satisfaction Profit Growth Employee Engagement Performance to Objectives Stakeholder Results External Internal In considering how well leaders deliver results, include internal stakeholders and external stakeholders.
  • 6. 6 Results • Identify the specific leadership behaviors that matter to your stakeholders. • Provide an outcome-driven leadership profile that can be used for hiring and development. • Provide an in-depth analysis of the impact of current leadership on your organization. • Determine the economic impact of good leadership for the business. Attributes A “Leadership Moneyball” approach can help you create a direct link between leadership and business outcomes Results Results Attributes
  • 7. 7 A “Leadership Moneyball” approach can help you narrow the gap between the leadership investments you make and the results you need from your leaders Identify representative group of leaders and target metrics Ensure leadership profile includes differentiators Gather data on leader attributes and results • Refine model and create behavioral descriptors for all levels • Communicate model and impact of improvements in leadership • Align people processes with new leadership model Phase II: Gather & Analyze Data Phase I: Set-up Phase III: Institutionalize Perform statistical analyses to determine attributes that enable results Quantify impact of improvements in leadership
  • 8. Contact us to learn more about RBL’s HR transformation services. Contact Us Contact Us Download Slides Learn how you can drive results for your organization.