Leaders Don’t Grow On Trees:

5 Secrets to Identifying and Developing Leaders in the Real

World Presented by:

Darleen DeRosa, Ph.D. Managing Partner

dderosa@OnPointConsultingLLC.com | 203.533.5128

5 Steps to Identifying and Developing Leaders in the Real World

WELCOME TO

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Talent is the multiplier. The more time and attention you invest in it, the greater the yield. The time you spend with your best is, quite simply, your most productive time.

-Marcus Buckingham, author, motivational speaker

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OBJECTIVES● Understand how to define success in leadership roles

● Learn how to spot high potential employees

● Incorporate blended learning into training

● Learn how to provide ongoing leadership development

● Understand how to measure results

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WHY Succession Management is essential• The average employee today stays at a job less than 5 years

(U.S. Bureau of Labor Statistics, 2014)

• Fewer than a third of all organizations have succession plans for all but the top executives (Deloitte’s Global Human Capital Trends 2014)

• The cost of replacing an employee can be as much as 2X annual salary (Center for American Progress study)

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HIDDEN COSTS of PoorSuccession Management● Time and money involved in hiring/onboarding● Loss of productivity (may take 1-2 years for new employees to

reach full potential)● High turnover hurts morale and job satisfaction● Customer service errors = reputation risk

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Pitfalls to REAL-WORLDSuccession Management● Viewed as important but not urgent● Lack of time● Lack of budget● Lack of ownership (Whose job is it? Department heads? HR?

Upper management?)

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STEP 1:Define Success

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Success Profiles:BEYOND JOB DESCRIPTIONS

● Knowledge: What people know

● Experience: What people have done

● Competencies: What people can do

● Characteristics: Who people are

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CREATING Robust Success Profiles● Consider your company’s strategic objectives● Consider leaders who previously failed in key roles and look

for patterns: How could they have been better prepared?● Seek input from leaders & exec team● Focus on critical competencies

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HOW TO USE Success Profiles● To shape interview questions● To assess high-potential employees ● To develop training and development goals● To evaluate performance● To define success in the short and long term

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STEP 2:Identify & Cultivate

High-Potential Employees

WHO Are Your High Potential Employees?● 1 out of 7 employees● Twice as valuable as other employees● More likely to be uncertain about career path● 55% will drop out of a development program or because they

are incorrectly identified● 46% fail to meet objectives in new roles

(CEB Talent Management)13

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How to Spot A HI-PO● Look for a combination of ability, desire and commitment ● Listen to feedback from managers, coworkers and direct

reports ● Leverage objective tools that focus on future potential rather

than current performance

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How to Help A Hi-Po THRIVE● Use assessments to put together a development plan that has

individual customized needs● Review results with manager to engage them in process● Provide resources and support to hi pos● Assign them to critical roles or on-the-job experiences

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How to Help A Hi-Po THRIVE● Pair employee with a mentor● Provide ongoing feedback● Communicate long-term career paths

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STEP 3:Make Learning

Engaging

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Everyone learns differently, so the best approach is a combination of all of these, also known as blended learning.

65% are visual learners

30% are auditory

5% are kinesthetic

(University of Alabama School of Medicine, 2005)

What TYPE of Training Is Most Effective?

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What Is BLENDING LEARNING?

Learning through a variety of formats, including in-person training, simulations and instructor-led online learning

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BENEFITS of Blended Learning● Flexible and scalable

● Cost effective

● More engaging than a single format

● A growing trend used by 77% of U.S. companies

(The eLearning Industry’s Network)

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TIPS for Using Blended Learning● Focus on objectives first, then technology

● Use surveys to research employee preferences

● Use online assessments

(Source: elearningindustry.com)

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TIPS for Using Blended Learning● Make it social; create a learning community

● Ask for employee feedback

● Be willing to adapt

(Source: elearningindustry.com)

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STEP 4:Make Learning Practical

and On The Job

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CHALLENGES to On the Job Training● Involves a time commitment

● Requires patience

● Increases likelihood of mistakes

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MAKING THE MOST of On The Job Training● Standardize it with a specific process

● Establish training objectives and resouces

● Determine individual’s needs and assignments that will stretch his/her skills

● Determine when supervision is required

● View it as an investment and make it a priority

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STEP 5:Measure Success

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TIPS for Measuring Success● Conduct a pre- and post-training assessment

● Collect feedback from supervisors, peers and direct reports

● Evaluate leadership execution

● Appraise retention

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A Formula for MEASURING ROIDetermine how many trainees stay with the company for a year or more

Assess total $ value of personnel costs

Determine how much you would have spent on recruiting/training new employees

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Program Close

THANK YOU! If you have any questions

feel free to let us know.

www.OnPointConsultingLLC.com | 203.533.5128