Post on 14-Apr-2017
Elevating organisations
through data and people.
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2WWW.THEGCINDEX.COM
Game Changing Futures
The future will look increasingly less like the present. And it will
certainly be a departure from our tried and tested models of the
past.
Unprecedented levels of change, rapid technological advancement,
global competition, cost pressures and pervasive skills gaps provide
challenges for us to tackle. They also offer up opportunities for us to
discover and capitalise on.
We need individuals in our organisations who can accelerate
evolution at every level to face these challenges head on. And new
research sheds light on who they are. They are called Game
Changers.
“We cannot predict the future with any accuracy, but we
can set ourselves up to flourish there.”
Who are your Game Changers?
What do they look like?
What IMPACT are they having?
(or are they just disrupting …)
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GAME CHANGER CHARACTERISTICS
• GREAT AT ARTICULATING A VISION
• ‘BIG PICTURE’, STRATEGIC CAPABILITIES
• CREATIVE AND IMAGINATIVE IDEA GENERATION
Imagination
• AN OBSESSION FOR TURNING IDEAS INTO REALITY
• AMBITIOUS, OBSESSIVE DRIVE TO SUCCEED
• A COMPULSION TO SHARE THE IDEA
• INTENSITY AND VIGOUR
• AN APPETITE FOR RISK TAKING
7WWW.THEGCINDEX.COM
Game Changers do not produce Game Changing
outputs on their own
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THE 5 ROLES FOR GAME CHANGING TEAMS
THE TOOL TO IDENTIFY ALL 5 – The GC Index®
59 item online assessment
Personal Profile Report
Coaching feedback session (Individual & Team)
• Identifies key contributions to an organisation’s
success at all levels, including Game Changers
• Profiles actual/potential impact and contribution
• A focus upon talent development that is
inclusive and not elitist…
• Very clear ‘play to strengths’ approach to
development
THE GC INDEX
THE GC INDEX IS A TOOL FOR:
TALENT DEVELOPMENT AND ASSESSMENTIdentify Game Changing talent at all levels.
Recognising Play Makers as a different view on leadership to HIPO.
INDIVIDUAL DEVELOPMENTHelping individuals to maximise their:
Leadership potential.
Impact within their role.
Sustainable contribution to a team.
TEAM DEVELOPMENTSupporting the development of balanced and focused teams within which people have a
shared understanding of each others’ contribution and impact.
ORGANISATIONAL DEVELOPMENTSupporting the development of innovation and creativity in people and cultures.
Informing recruitment, retention and succession initiatives.
THE
STRATEGISTSEES THE
FUTURE
THE
IMPLEMENTERBUILDS THE FUTURE
THE
PLAYMAKERORCHESTRATES
THE FUTURE
THE
GAME CHANGERTRANSFORMS
THE FUTURE
THE
POLISHERCREATES A FUTURE
TO BE PROUD OF
POTENTIAL LEADERSHIP STYLE COMBINATIONS
= TRADITIONAL LEADER
THE
STRATEGISTSEES THE
FUTURE
THE
GAME CHANGERTRANSFORMS
THE FUTURE= VISIONARY
THE
STRATEGISTSEES THE
FUTURE
THE
IMPLEMENTERBUILDS THE FUTURE = HIGH POTENTIAL
THE
GAME CHANGERTRANSFORMS
THE FUTURE
THE
PLAYMAKERORCHESTRATES
THE FUTURE
= CHARISMATIC LEADER
THE
GAME CHANGERTRANSFORMS
THE FUTURE
THE
POLISHERCREATES A FUTURE
TO BE PROUD OF
= INVENTOR
= CREATIVE PROBLEM SOLVER
THE
PLAYMAKERORCHESTRATES
THE FUTURE
THE
IMPLEMENTERBUILDS THE FUTURE
= INTREPRENEUR
THE
PLAYMAKERORCHESTRATES
THE FUTURE
= CHALLENGER
THE
IMPLEMENTERBUILDS THE FUTURE
THE
POLISHERCREATES A FUTURE
TO BE PROUD OF
= DRIVER
THE
STRATEGISTSEES THE
FUTURE
THE
POLISHERCREATES A FUTURE
TO BE PROUD OF
= EXPLORER
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COMPARISON AND CONTRASTS: THE GC INDEX; MBTI; BELBIN
As psychometric instruments, The GC Index, MBTI and
Belbin have a number of characteristics in common as well
as a number of key differences.
The grid is a guide to understanding these similarities and
differences. The guide is designed to help users consider
which instrument or combination of instruments will meet
their measurement needs.
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PSYCHOMETRICS AND WHAT THEY TELL US
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FOCUS UPON ORGANISATIONAL IMPACT
ORGANISATIONAL IMPACT QUESTIONNAIRES GIVE US INSIGHT
INTO OUR PREFERENCES WHEN IT COMES TO MAKING AN IMPACT
UPON AND CONTRIBUTION TO AN ORGANISATION.
FOCUS UPON RELATIONSHIPS
RELATIONSHIP MAPS GIVE US INSIGHT INTO THE WAYS IN WHICH
WE CAN MANAGE OUR RELATIONSHIPS.
FOCUS UPON PERSONALITY
PSYCHOLOGICAL PROFILES TELL US SOMETHING ABOUT OUR ‘PERSONALITY’: OUR WAYS OF UNDERSTANDING THE WORLD
AND OUR MOTIVATIONS.
FOCUS UPON PSYCHOLOGICAL DERAILERS
THESE TOOLS LOOK AT OUR INTRA-PSYCHIC BLINDSPOTS WITH A
FOCUS ON THOSE ASPECTS OF OUR CHARACTER THAT HAVE THE
POTENTIAL TO DERAIL US.
Major Infrastructure Asset Owner– “In 10 years we have hired 700 onto our Graduate
Leadership Programme. 30% have left and only 1 has made it into a leadership role. We
need to look at our talent differently so please start by finding if we have any Game
Changers in this group.”
Global Oil Major – “We have identified our top 250 High Potentials and our Top 100
Leaders – I am convinced we have 15-20 Game Changers in that group and would like to
find out.”
Global Mobile Operator – “I need to
understand how many Game Changers I
have in my IT organisation.”
Global Hospitality and Leisure Group – “With this Game Changer methodology we can
really address the Diversity agenda in our organisation.”
Major Super Market Chain – “We need to find our Game Changers not just our High
Potentials and Future Leaders. Could we please start to see who our Game Changers are
in Product Development?”
Global Investment Bank– “We need to simply
ensure we have the correct team composition
in each of our programme streams for our
global organisation transformation”
WWW.THEGCINDEX.COM
LET’S CHANGE THE GAME
For more information contact
Lillian Henderson
0828262160
lhenderson@telkomsa.net
A division of Zenith H.Q
We develop and enhance your Marketing & Sales teams skills
and bring Game Changing thinking to your organisation.
1. Marketing Strategy development, implementation & processes
2. Sales Strategy development and implementation
3. Marketing and Sales alignment
4. Marketing and Sales Training
5. Game Changer thinking and assessments for individuals, teams, start-ups
6. Coaching and mentoring