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Roadmap Your Senior Leader Selection: Step 3. Insight

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Collecting data plays a critical role in a robust and efficient senior leader selection process. Data alone will not transform your senior leader selection process. The key is to turn data in to INSIGHT. Explore our third-in-the-series guidebook and learn three ways that data can be used to drive insight; leading to better senior leader hiring decisions.

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Roadmap Your Senior Leader Selection: Step 3. Insight

  1. 1. 1 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Roadmap Your Senior Leader Selection INSIGHT 1 Step: 3
  2. 2. 2 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Data can’t do it alone.
  3. 3. 3 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. All the data in the world won’t make your senior leader selection process more robust or efficient. 3
  4. 4. 4 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.4 BUT… When data is converted to INSIGHT, transformation is possible.
  5. 5. 5 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Insight pairs data with the business context and integrates additional, relevant data drawn throughout the selection process. 5
  6. 6. 6 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. WonderingHOW to drive insight? 6
  7. 7. 7 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Once you’ve collected the depth of data appropriate for the role and level of risk… 7
  8. 8. 8 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. there are three ways you can harness your data to select better-prepared leaders. 8
  9. 9. 9 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Integrate your data points to guide decisions and consensus 1 9
  10. 10. 10 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. 1 10 Data is collected at various stages of the selection process but is too often underutilised or not adequately scrutinised. This results in a waste of valuable time and money; a single poor hire at the senior level could cost millions!
  11. 11. 11 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. 1 11 The most effective way to evaluate data collected through the recruitment process is using a data integration process.
  12. 12. 12 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. 1 12 This process of sharing and combining data creates a synergistic effect in which the combined data becomes more than the sum of the parts, enabling decision makers to identify trends and patterns that they might otherwise miss on their own.
  13. 13. 13 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.13 So how do you actually do that? First, consolidate the data collected throughout the selection process. 1 Competencies Initial Screening First Interview Second Interview Assessment Coaching and Developing Others N/A N/A Proficient Strength Establishing Strategic Direction N/A Proficient Strength Strength Leading Change Proficient Proficient Strength Proficient
  14. 14. 14 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.14 Next, work with others involved in the recruitment process to integrate the various data points and arrive at an overall consensus for each of the key profile criteria. 1 Competencies Initial Screening First Interview Second Interview Assessment CONSENSUS Coaching and Developing Others N/A N/A Proficient Strength Proficient Establishing Strategic Direction N/A Proficient Strength Strength Strength Leading Change Proficient Proficient Strength Proficient Proficient
  15. 15. 15 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.15 The result is a consolidated view of the candidate that you can use to predict performance—accurately and fairly—and compare candidates in the target job. 1
  16. 16. 16 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Connect your data to the requirements of the role 2 16
  17. 17. 17 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. As discussed in our first guidebook (“Focus”), business drivers are the leadership and business challenges that senior leaders MUST conquer to execute strategic and cultural priorities successfully. 2 17
  18. 18. 18 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Insight also comes from connecting your data points to the underlying competencies and personality attributes that drive success in your business drivers. 2 18
  19. 19. 19 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Let’s look at a sample business driver: driving product innovation. Individuals who are competent in areas like leading change and empowering their teams will be successful in executing this strategy. Furthermore, personality factors such as creativity and decisiveness will likely set up someone for success. 2 19
  20. 20. 20 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.20 Once we have data on a leader’s competencies and personal attributes in key areas, we can start to build a picture of their readiness to deliver on the requirements of the role. Can they: • Drive employee engagement? • Drive profitable growth? • Drive product innovation? 2
  21. 21. 21 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Leverage your data to extract post-selection insights 3 21
  22. 22. 22 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. You’ve finally made your selection, and now it’s time to move on to the next important project. Right? Wrong! 3 22
  23. 23. 23 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Data collected through the recruitment process is a valuable source of information that should be used to guide onboarding and ongoing development. 3 23
  24. 24. 24 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved.24 Insights about an individual’s strengths, risks, and development areas can help: • Smooth the transition into the organisation • Accelerate speed to productivity • Inform early development priorities 3
  25. 25. 25 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. LET’S RECAP 25
  26. 26. 26 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Effective senior leader selection transforms data into INSIGHT Integrate to guide decisions and consensus Connect your data to the requirements of the role Leverage your data to extract post-selection insights 1,2,3 26
  27. 27. 27 © Development Dimensions International Inc., MMXIV. All rights reserved. © Development Dimensions International, Inc., 2015. All rights reserved. Contact DDI to learn how to drive effective senior leader selection: 1800 035 604 or info.au@ddiworld.com Click for more insights … Miss the first guidebook? Get Focused Miss the second guidebook? Get Data The Personal and Business Impact of Leadership Assessment Critical Leadership Transitions

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