Interactive Workshop: Decoding Leadership DNA A roadmap to decoding your organization’s leadership potential and optimizing your leadership succession process Succession for key leadership roles is often a challenge. This session will take an evidence-based approach to optimizing the leadership succession process. Capitalizing on analytics from SPB’s database of thousands of leaders assessed each year, as well as SPB’s in-depth expertise in leadership and talent development, Julie will share exclusive insights and proven strategies in developing a successful leadership succession process. The following topics will be covered: Strategic positioning of the succession process - ensuring alignment with key business priorities and support by all stakeholders How to target leaders with the greatest potential who will succeed at the next management level The dark side of the moon: how to anticipate a leader’s ‘derailers’ when faced with increased pressure Development potential decoded: looking beyond current performance level to rigorously predict someone’s potential to learn and adapt Organizational Psychologist and Senior Partner Julie Carignan has fuelled SPB Organizational Psychology’s innovative spirit through her vision, determination and know-how since joining the firm in 1995. Her energetic approach, passion, pragmatism and focus on tangible results have made her a popular expert contributor in the media. Ms. Carignan holds a specialized bachelor’s degree in psychology, two master’s degrees in industrial and organizational psychology, and has completed her course requirements for a Ph.D. in this field.

1. DECODING
LEADERSHIP DNA

2. SUCCESSION PATHWAY
DETERMINING LEADERSHIP PROFILE
FOR THE FUTURE
TARGETING POTENTIAL
MEASURING ROI
PAVING THE WAY FOR SUCCESS
ACCELERATING DEVELOPMENT
1
2
3
4
5
6

3. PAVING THE WAY
© SPB ORGANIZATIONAL PSYCHOLOGY
Is it a business priority?
Do we have a development culture in
place?
Are key stakeholders onboard?

4. LEADERSHIP

5. LEADERSHIP
DEFINED
© SPB ORGANIZATIONAL PSYCHOLOGY

6. SUCCESSION MATRIX
Performance
Potential

7. © SPB ORGANIZATIONAL PSYCHOLOGY

8. HOW TO
ASSESS POTENTIAL
Aspiration
Culture-fit
Commitment
Aptitude
Development readiness

9. Aptitude Cognitive aptitude
Pool-specific competencies
Promotability
• Decision-making
• Strategic thinking
• Innovation
• Self-management
• Adaptating to environment
• Aiming for success
• Inspiring trust

10. TRANSITION COMPETENCIES

11. DEVELOPMENT READINESS
 Perceived self-efficacy
–Confidence and energy
 Introspection
–Feedback-friendly
 Feeling supported
 Perceived control
 Learning motivation
SPB PSYCHOLOGIE ORGANISATIONNELLE

12. © SPB ORGANIZATIONAL PSYCHOLOGY

13. © SPB ORGANIZATIONAL PSYCHOLOGY
DERAILERS
Excitable
Skeptical
Cautious
Reserved
Leisurely
Bold
Mischievous
Colorful
Imaginative
Diligent
Dutiful

14. SPRINT
pecific
rogressive
egular
ndividual
ew
iming
S
P
R
I
N
T
SPB ACCELERATED DEVELOPEMENT PRINCIPLES

15. Comfort Zone
DEVELOPING PEOPLE
Development
Zone
Panic Zone

16. © SPB ORGANIZATIONAL PSYCHOLOGY

17. © SPB ORGANIZATIONAL PSYCHOLOGY
FEED…
Positive
feedback
Constructive
feedback
Feedforward
SELF-AWARENESS
SELF-CONFIDENCE
SELF-
AWARENESS
VIGILANCE
PERFORMANCE
READINESS

18. MEASURING ROI
© SPB ORGANIZATIONAL PSYCHOLOGY
 Talent management dashboard
– Development, Mobility, Engagement,
Process
 Sustained support and measurement to
prioritize development

19. @SPBPsychology
1 800 798-1022
www.spb.ca
Julie Carignan, MASc, MPs, CHRP
Partner
Organizational Psychologist
jcarignan@spb.ca
http://bit.ly/in_spb
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