The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Too much talent management is too complex. Talent management does of course incorporate genuine challenges and tough choices. But we don’t need cumbersome processes and practices to make life harder for our executives, managers and professionals.
Summarising talent management into “one page” is too big an ask. Here is our attempt to distil the issues into ten templates:
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
The New Model for Talent Management: Agenda for 2015Josh Bersin
Corporate talent management has matured over the last ten years. In the light of today's new world of work, the globalization of the workforce, and the power of Millennials, it's time to rethink the model. Talent Management today is not just integration of HR - its a new set of 9 imperatives every company must address.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
HR Business Partner: Roles and ResponsibilitiesCreativeHRM
Dave Ulrich changed Human Resources. He described completely new HR Model. He introduced several roles, which HR has to act. The HR Business Partner is the key role in his concept.
The HR Business Partner is the front office role of HR and the HR Business Partner has to understand the business he or she supports. The HRBP has to understand to all HR processes and has to be able to negotiate the win-win consensus with internal clients.
What are the most common roles and responsibilities of the HR business partner? How should you implement the Dave Ulrich's HR Model in your organization?
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
Talent Management Process PowerPoint Presentation SlidesSlideTeam
Talent Management Process PowerPoint Presentation Slides is professionally created for HR personnel to showcase human resource strategy. The concise diagram included in this personnel management PPT theme helps you explain talent management methodology. Illustrate an overview of talent planning and the different phases involved therein by the means of HR management PowerPoint slideshow. Demonstrate the recruitment sources, process, current vacancies talent development plan, and department-wise hiring plan through this workforce planning PPT template. Our employee management PowerPoint theme helps you elucidate talent retention based on performance and talent retention strategies. Using this staff management PPT presentation, you can elaborate on the performance management of the members of your organization. This workforce planning PowerPoint template highlights employee motivational factors and action plan for employee motivation. By downloading our personnel administration PPT slideshow, you can showcase the development of succession and career plan, and employee engagement plan. https://bit.ly/2XcYizT
5 Ways to Build a Better Leadership Development Program - Webinar 10.09.14BizLibrary
In this webinar we'll discuss best practices from companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com/webinars
Leaderonomics extensive corporate learning programs that encompass Leadership Mastery, Personal Mastery, Business/Entrepreneurship Mastery and Functional Mastery.
Contact us today for more information on how you can leverage our expertise for your personal or organisation's needs.
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
www.bizlibrary.com/webinars
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Barkathullah Khan - ITA (International Trainer's Academy) USA Certified Master Trainer bring in a New and Unique Training Programs for Working Professionals.
Where Ideas and Creativity meet with Excellence.
Readalong slides used in the Inspired Leadership information session for potential partners, prospects and clients.
Get in touch: angela.del@inspiredleadership.world
All managers need some guidance on the whys and hows of coaching, but most organizations can’t afford to train them on a large scale, so the least you can do is make an effort to create a culture of coaching. The key is to create a pool of manager-coaches who can be role models, supporters and sustainers of a coaching mindset.
When you select the right people and invest in their development and position them as coaching advocates, you plant the seeds for expanding coaching well beyond the individual manager-direct report relationship. Your role models demonstrate effective coaching both formally and informally, and they help motivate others to use and improve their own coaching capabilities.
Always link the purpose and results of coaching to the business. Managers have to know the business case for coaching and developing others if they’re to value it and use it effectively. Where is the business headed? What leadership skills are needed to get us there? How should coaches work with direct reports to provide the feedback, information and experiences they need to build those needed skills? Set strategic coaching goals, tactics and measures for the organization as well as including coaching as an individual metric.
Blended Learning Models for Your Business Needs - ATD & Dubai WebinarThe HR Observer
Recording of live webinar conducted on Blended Learning Models for Your Business Needs by Informa and ATD in the run-up to ATD Middle East Conference & Exhibition 2018.
www.atdmiddleeast.com
Talent Development professionals have been blending pre- and post-program elements into training events for years. Blended learning occurs when the best delivery methodologies available for each specific learning objective are incorporated into a curriculum.
This webinar focuses on blended learning in the context of a strategic approach to instructional design and touch on best practices for selecting and using the appropriate mix of innovative learning technologies.
- What effective blended learning looks like.
- The various formats and media that can be mixed for an optimal blended learning approach.
- Tips for integrating blended learning into the traditional instructional design process.
The webinar is conducted by Carrie Addington, an internal ATD Facilitator. She is a down-to-earth educator and people development coach with a passion for delivering effective communication solutions with a spirited energy. As a business consultant and educator for the past 10 years, Carrie has worked with a wide variety of business segments including retail, beauty, education, and non-profits, and has worked with C-level executives, directors, managers, and high potentials. She has experience designing and delivering customized management and self-development programs, including personal coaching on strategy and communication.
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/rf3quA1xqIs or watch the video at end of the slide
When companies are looking to cut costs in this economic environment, invariably the training budget becomes a target. We have consistently failed to measure the return on training and, therefore, have no defense when our budgets are cut.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
HR Summit and Expo Africa 2015 - Seminar Presentation by Ronnie Torien HCM St...The HR Observer
Leveraging data and analytics is the next step for HR leaders aiming to transform from administrative passengers to strategic HR leaders capable of driving organisational strategy. However how do you implement talent analytics engine? Which talent analytics engine is best for your organisation? Join this seminar and Q&A session to understand how analytics can work for your organisation.
HR Summit and Expo Africa 2015 - Seminar Presentation by Brent Herman, Lead C...The HR Observer
Competency mapping is an essential process of identifying the key knowledge, skills and attributes required for specific job functions to execute organisational strategy. Join this session for expert guidance on how to develop a competency framework to drive high performance.
HR Summit and Expo Africa 2015 - Seminar Presentation by Tasneem Mohamed, Chi...The HR Observer
Developing an innovation culture & creative competence for business unusual:
What is needed for organisations to take advantage of future success, is a complete re-education in thought process and decision making – a new mind-set for the creative age. This 30 minute thought provoking seminar will provide you with road map to help you start laying the foundation for an innovative today and tomorrow.
HR Summit and Expo Africa 2015 - Integrated hiring solutions to streamline an...The HR Observer
This session will demonstrate how IBM talent acquisition solutions harness the integrated power of industry leading software, behavioural sciences and social strategies for gaining valuable insights that lead to successful matching of employee and job roles. You will learn how to leverage IBM talent acquisition solutions to attract, hire and onboard top performers.
HR Summit and Expo Africa 2015 - Seminar Presentation by Jonnathan Koch, Mana...The HR Observer
Jonnathan Koch, Managing Director, Genie Cloud Tech speaks about Artificial intelligence & the Future of Recruitment
With processing power doubling every 12 months and computing moving into the cloud, the inevitable consequence will be increased accessibility and uptake of artificial intelligence by business and individuals. We will do a demonstration of an existing recruitment system that behaves in an intelligent manner giving you a clear idea of what recruitment in your organisation will look like in the future or could look like tomorrow.
Webinar an objective succession planning processThe HR Observer
For other Informa Webinars: http://www.informa-mea.com/webinars
To view recording: https://youtu.be/__vRhlNAZtc or watch the video at end of the slide
Join us on this webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, to discuss, question and improve your succession planning process. A high level process map will be the focus of the webinar with Paul discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
About the Presenter:
Paul Walsh is a professional Human Resources Trainer, Consultant and Practitioner with over 20 years’ experience in the GCC, MENA and Asia.
The HR Summit is the only event in the Middle East to bring you heavyweight gurus, exclusive keynotes, 80+ educational sessions across 4 platforms and over 3000 HR professionals to network with.
How ready are our workplaces for these changes? Are L&D and HR professionals pro-actively contemplating innovation in the way learning is conceptualised and delivered?
Will 2020 look drastically different from how L&D is deliveredin 2015? This report provides insights into learning & development (L&D) priorities, future trends and aspirations. It also provides benchmarks into prevalent practices from organisations across the GCC region and beyond.
Annual GCC Compensation and Benefits Trends Report 2015The HR Observer
- Salary movements, bonuses and attrition rates in the GCC
- What will happen to bonus payments this year?
- Attrition rates in the GCC - the outlook for 2015 compared to 2014
- Top areas of interest for C&B professionals in 2015
- Views from the market on flexible benefits and total rewards
- Employee wellness as an engagement tool
- Reported development needs of GCC C&B managers
www.hrleaderssaudi.com/report
This report provides insights on outlook for remuneration and employee benefits, areas of critical development for national entry-level candidates, Saudi specific drivers of employee engagement and what current challenges mean for HR
Results for live polling session conducted with 120+ Emirati youth and students at the annual Emirati Youth Forum 2015, as part of the Emiratisation Summit 2015
Find out how the Emirati youth and students think, their views on the private and public sector and their work preferences.
Webinar: An Objective Succession Planning ProcessThe HR Observer
To view recording: http://youtu.be/DjAgnmQENXo or watch the video at the end of the slides
For other Informa Webinars: http://www.informa-mea.com/webinars
A high level process map will be the focus of the webinar with Paul Walsh, a leading HR Consultant and Trainer in the region, discussing what steps we need to take to ensure, not only that we get the right succession candidates, but also how we can ensure that the process of selection is open, objective, transparent and fair.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
2. Award-winning team of Occupational Psychologists,
Executive Coaches, L&D and HR Specialists
Headquartered in the UAE for 14 years, working across GCC
Working with government, semi-government, multi-national
and large family businesses
Representing 12 International Test Publishers in the Gulf
Introduction to Innovative HR Solutions
2
3. Roadmap for the Next 45 Minutes!
1. What do we mean by Talent?
2. What should your Talent Framework address?
3. How do we measure Talent?
4. Talent Development
Question?
4. Harvard Business School
Harvard Business School conducted a global survey /
interviews with 45 leading companies worldwide
“How do you identify and develop talent?”
98% reported that they purposefully identify high potentials
All talked off the benefit of identifying leaders for the future
ALL said it was not just about performance
…. So what is it?
8. Overview
DRIVERS
Business
strategy
Leadership
participation
Desired
Behaviours
Role of
Values
Alignment of
measures
with reward
To
Strengthen
Performance
of the
Business
through the
Consistent
Application of
Talent
Development
THE WHAT
Values
Norms
Competencies
Skills and
Knowledge
Functional
Curriculum
THE HOW
Assessment
/Development
Centres
360 Survey
Engagement
Surveys
Performance
Management
Exit Surveys
Leadership
Seminars
Key
Experiences
Exec Ed
Webinars
Coaching
Regional
Training
Centre
E learning
Succession
planning and
development
process
Enhanced
high potential
identification
Increased of
‘ready now’
talent
Increased
corporate
effectiveness
Organisational
Will GOAL
Learning Model Continuous
Development
Results
12. Engagement
Living the values
Job / person and organisation fit
Advocacy; Promote their organisation and initiatives
Immersed in their work and going the extra mile, seek out
stretch assignments
Work well with teams and support others in the pursuit of
the organisational goals
Energy and passion
17. 1 Clearly understands own personal strengths and weaknesses
2 Takes on new and different challenges on a consistent basis
3 Can work easily with a diversity of people
4
Leads change efforts and uses a balance of objectivity and empathy in
overcoming resistance to change
5 Maintains clear and steady focus on delivering high quality results
6 Actively seeks feedback to improve self
7
Has the ability to see the bigger picture and seeks new approaches to
view problems and opportunities
8 Deals effectively with ambiguity and complexity
9
Displays curiosity, welcomes learning opportunities and demonstrates
transfer of learning
10 Is resourceful, inspiring, has significant presence in organisation/teams
Sample Potential Indicators
18. Potential
Performance
9.UNDERPERFORMER
Has reached job potential and
is underperforming. Performance
manage or exit
Below/Partially Mostly/Meets Exceeds/Significantly
LowMediumHigh
8.DILEMMA
Likely to have scope to move
one level. Provide
challenge and test. May have lost
pace with organisation change
6.ENIGMA
High potential to advance
Though under performing.
Maybe in wrong role
or with wrong Manager.
Needs intervention
7.EFFECTIVE
Specialized or expert Talent.
Reached career potential.
Engage, focus, motivate
2.GROWTH EMPLOYEE
Meets performance expectations
& demonstrates high potential to
advance further.
Value, challenge, reward, recognise
and develop further
4.TRUSTED
PROFESSIONAL
Specialised or expert talent.
Reached career potential.
Retain, reward, help with
developing others.
3.HIGH IMPACT
PERFORMER
Potential to move a level.
Train, coach, develop
and test for next level.
1.FUTURE LEADER
Highest potential. Best
for senior succession.
Top talent, reward,
recognise, promote,
Expedite development
5.CORE EMPLOYEE
Likely to have scope to move
one level. Provide challenge
and test. Nurture and coach
to next level.
9 Box Grid
21. Leading
Self
Leading
Others
Leading
Managers
Leading
Function
Leading
Enterprise
Self Awareness
Problem Solving
Building
Relationships
Commercial
Awareness
Continuous
Learning
Managing and
Motivating Team
Decision
Making
Influencing
Conflict
Management
Balancing
Projects needs
& Team needs
Managing the
middle zone
Bridging gap
between
Leadership and
Management
Collaboration
Managing
complexity
Leveraging
experience from
multiple roles
Leadership Pipeline (Drotter, Charan & Noel)
Balancing short
with long term
strategic
objectives
Influences
across
boundaries
Adapts to
complex
challenges
Communicates
at all levels
Navigates
leadership in a
global business
Creating the
Vision
Communicating
at the C-level
Influencing at
the Board level
Broadening
senior executive
network
Enhances
industry
leadership
reputation
Innovation
management
22. 22
Communication
The capacity to demonstrate clear and effective two-way communication with a wide range of
people and in all situations, in order to explain, persuade, convince and influence others.
LEVEL 1: LEVEL 2 : LEVEL 3 LEVEL 4
EMPLOYEE
Grade XX - XX
SME / MANAGER
Grade XX - XX
SENIOR MANAGER
Grade XX - XX
DIRECTOR
Grade XX - XX
1. Plans key messages
before communicating
2. Speaks clearly,
concisely and
confidently
3. Listens to others and
acknowledges the
views of other people
4. Maintains composure
and professional
communication style
even under pressure
1. Structures
communication so that
the meaning is clear
and includes all the
relevant information
2. Uses a range of media
effectively
3. Delivers effective
communication with
energy and impact
according to the
audience
4. Demonstrates
openness to questions
and asks for feedback
1. Promotes a culture of
open and transparent
communication and
information sharing
2. Removes barriers to
effective
communications
3. Ensures focus is
maintained when
leading meetings,
provides a structure and
an agenda and minutes
4. Is able to convey
information clearly and
consistently in 1-2-1
settings, team meetings
& public presentations
1. Defines strategy and
tone of voice for open
and transparent
communication across
the business
2. Drives and ensures
consistency of
messages and
information sharing
3. Is able to translate
complex corporate
communications to all
the relevant audiences
4. Inspires energy and
enthusiasm in
departmental and
organisational
25. 25
Present the results
Explore strengths and
development areas
Encourage reflection to
deepen self awareness
Facilitate a ‘developmental’
discussion
Mobilise and engage
individuals in their
development
Feedback Sessions
28. 28
Purpose: To enhance individual skills, knowledge and behaviour to support he achievement of EO’s strategic objectives
TargetedBehavioural
Competencies
DevelopmentActivities
(Individually Driven, Manager Supported, Organisational Sponsored)
Timeframe ExpectedOutcome
(How will I know I havebeensuccessful?)
BEHAVOURIAL COMPETENCYDEVELOPMENTNEEDS
3-way meeting; Line
Manager and Individual
Determine preferred
learning styles
Identify and prioritise
development initiatives
Strategise workplace
opportunities
Encourage Individual
Accountability
Individual Development Planning
33. Outcomes
Organisation-wide view of talent
Strategic Business Unit view of talent
Talent mapped to future roles
Insight into individual engagement and career aspirations
Individual development plans in place
Targeted spend on development initiatives and thus greater
return on investment
An organisation continually building for the future