
Challenges for Today's Leader
One of the most difficult things organizations are encountering these days is developing leaders. This is based on recent findings by the Institute for Corporate Productivity and AMA Enterprise. Their study indicates that 27% of organizations are effective at developing leaders. Another indication from this study showed at only 15% of the organizations are prepared with succession plans to fill mission-critical roles.
This is challenging news for organizations moving forward, according to The Top 10 Critical Human Capital Issues: Enabling Sustained Growth Through Talent Transparency. The study indicated recommendations businesses can take to maintain high-performance in the next decade. They cite the need for talent transparency at all levels, with goals to develop highly talented targeted pools of resources using coaching and performance management as key for success. Another interesting fact is that only 34% of top-tier companies have been effective in measuring performance and rewarding results, and less when it comes to measuring employee behaviors and having those difficult conversations.
Emphasis on leaders’ ability to influence change is more significant than job titles. Top Executives recognize that it is these individuals that will influence change, and manage using practices adopting high- performance organizations. Managing succession is a prime focus; however you have to be situated with succession plans that are achievable based on senior staff possibly leaving with voids in organizational in mission sensitive areas. The following snippets combine interesting information from a recent Training and Development Magazine, which identified key areas to consider when embarking on these challenges.
Identifying the top talent you currently have. This means digging in to determine what you need to move you forward beginning with new hires. Create programs to get people on board immediately. Make sure you have the right person in the right job and identify gaps in critical areas. Create employee training plans that cover critical skills employees need to help you reach your vision: communication, conflict management, collaboration, and how to manage change. We can no longer think of these as soft skills - they are critical skills.
It would be difficult to do the above without assessment tools. There are many out there. Some are based on personality profiles, logic testing, and 360-degree feedback programs giving you insightful information for understanding the human element of the most important asset you have: your people. Benchmarking current staff members can give you a depth of information you can use to target training on critical skills needed, succession planning and talent progression.
Leaders wear many hats, and the one of them has to be that of the coach. Leaders focus on is coaching. Effective coaching begins with a process that help build one of the strongest human elements and that is building relationships. Strong work relationships build trust, and that trust leads to the ability to cross train and get the most critical information and knowledge to ensure successful transitions and goal achievement. relationships, and provides opportunity to transfer critical knowledge.
Employees have to understand their goals and objectives. It starts with job descriptions that gives the employee the scope of their job requirements. They have to know the company's goals - what's being measured, and what success looks like. And, this happens starting day one. Leaders have to help keep the momentum moving throughout the employees' career, but it's not just the leaders responsible for talent management. Key employees can assist others in reaching goals related to cross training.
Let Professional Development Services help you with your challenges. We provide services in leadership development, assessments, and succession planning training sessions. We strive to stay abreast of information our clients need to consider as it relates to employee development. Our programs are customized to work with you, so you don't have to face these challenges alone. The information contained in this newsletter was obtained from a recent T & D Magazine I receive as a member of Association for Training and Development. The article title is Anticipated Uptick in Economy Presents Talent Challenge. If you want to read their take and other information as well - Click here for the link
One of the most difficult things organizations are encountering these days is developing leaders. This is based on recent findings by the Institute for Corporate Productivity and AMA Enterprise. Their study indicates that 27% of organizations are effective at developing leaders. Another indication from this study showed at only 15% of the organizations are prepared with succession plans to fill mission-critical roles.
This is challenging news for organizations moving forward, according to The Top 10 Critical Human Capital Issues: Enabling Sustained Growth Through Talent Transparency. The study indicated recommendations businesses can take to maintain high-performance in the next decade. They cite the need for talent transparency at all levels, with goals to develop highly talented targeted pools of resources using coaching and performance management as key for success. Another interesting fact is that only 34% of top-tier companies have been effective in measuring performance and rewarding results, and less when it comes to measuring employee behaviors and having those difficult conversations.
Emphasis on leaders’ ability to influence change is more significant than job titles. Top Executives recognize that it is these individuals that will influence change, and manage using practices adopting high- performance organizations. Managing succession is a prime focus; however you have to be situated with succession plans that are achievable based on senior staff possibly leaving with voids in organizational in mission sensitive areas. The following snippets combine interesting information from a recent Training and Development Magazine, which identified key areas to consider when embarking on these challenges.
Identifying the top talent you currently have. This means digging in to determine what you need to move you forward beginning with new hires. Create programs to get people on board immediately. Make sure you have the right person in the right job and identify gaps in critical areas. Create employee training plans that cover critical skills employees need to help you reach your vision: communication, conflict management, collaboration, and how to manage change. We can no longer think of these as soft skills - they are critical skills.
It would be difficult to do the above without assessment tools. There are many out there. Some are based on personality profiles, logic testing, and 360-degree feedback programs giving you insightful information for understanding the human element of the most important asset you have: your people. Benchmarking current staff members can give you a depth of information you can use to target training on critical skills needed, succession planning and talent progression.
Leaders wear many hats, and the one of them has to be that of the coach. Leaders focus on is coaching. Effective coaching begins with a process that help build one of the strongest human elements and that is building relationships. Strong work relationships build trust, and that trust leads to the ability to cross train and get the most critical information and knowledge to ensure successful transitions and goal achievement. relationships, and provides opportunity to transfer critical knowledge.
Employees have to understand their goals and objectives. It starts with job descriptions that gives the employee the scope of their job requirements. They have to know the company's goals - what's being measured, and what success looks like. And, this happens starting day one. Leaders have to help keep the momentum moving throughout the employees' career, but it's not just the leaders responsible for talent management. Key employees can assist others in reaching goals related to cross training.
Let Professional Development Services help you with your challenges. We provide services in leadership development, assessments, and succession planning training sessions. We strive to stay abreast of information our clients need to consider as it relates to employee development. Our programs are customized to work with you, so you don't have to face these challenges alone. The information contained in this newsletter was obtained from a recent T & D Magazine I receive as a member of Association for Training and Development. The article title is Anticipated Uptick in Economy Presents Talent Challenge. If you want to read their take and other information as well - Click here for the link