11. Figure out what you
want.
Source: PSI University (www.psi.org)
12. Figure out what you
want.
With competency models, be careful what you
wish for.
13. Figure out what you
want.
Source: PSI University (www.psi.org)
Integrated into:
•360s?
•Performance Reviews?
•Leadership Training?
•Coaching?
•Engagement Survey?
•Selection?
•Annual bonus?
•Long-term incentives?
Would you rather have 90%
application of a 60% model, or
60% application of a 90% model?
19. Figure out what you
want.
1.What’s the culture you want?
2.What are the top two or three KPIs for
which leaders must be accountable?
3.What leadership behaviors will drive those
metrics, and that culture?
Surprisingly, these questions often go unexplored.
32. Find your leaders, and
challenge them.
Beware the curse of “perfect readiness”.
Time
Progression
Development in quantum leaps of
scale, scope, and complexity at high
speed.
Conventional practice:
Development in incremental
steps over extended time.
Source: Ram Charan:“Leaders at all Levels” (c) 2008
33. Find your leaders, and
challenge them.
At the higher levels the pool should become
much smaller.
34. Work hard at
building a
culture of
open
feedback.
“All learning is feedback.”
Peter Senge