Leadership Practice Canada Client Overview

Leadership Practice Client Services Overview

Released September 2012

Leadership Assessment Team Development Executive Coaching & Onboarding Executive Succession

Facing the Leadership ChallengeOur Executive Leadership Survey revealed some compelling challenges facing senior leaders in Canadian organizations:

Leadership Practice Overview www.odgersberndtson.ca 2

Does your organization have a succession plan in place to replace today’s senior executives?

What is the nature of the leadership development program you currently offer to your management?

Leadership Practice Offerings

Toronto • Montreal • Ottawa • Calgary • Vancouver • Halifax


Assessment Value Chain


Personality

Leadership Style

Business /Team Performance

Leadership StyleBehavior

Strategic Awareness

Values

HPI/HDS

MVPI

LEADERFIT

Execution

Culture

Vision & Change

Research has shown that personality and leadership impact business performance and team effectiveness:

LeaderFit Assessment Options


LEADERFIT™ EXECUTIVE HPI, HDS, MVPI and HBRI Hogan® instruments

Looking Glass interactive session

Custom report & Hogan leadership series

Individual feedback

LEADERFIT™ BENCHMARK HPI, HDS and MVPI Hogan® instruments

Used to assess leadership and culture fit for C-level candidates

Includes custom report mapped to LeaderFit model

LEADERFIT™ POTENTIAL HPI Hogan® to assess leadership tendencies

Used to assess Managers & facilitate team building

• Identify leadership requirements for role.

• Understand company culture and direction.

• Map requirements to LeaderFit model dimensions.

• Completion of Hogan instruments (HPI, HDS, MVPI).

• Looking Glass questionnaire and Interactive Session (Executive Only).

• LeaderFit 360 or references.

• Summary of Hogan results (Benchmark or Leadership Forecast Series).

• Custom LeaderFit report (Executive Only).

• Comparative assessment of candidates.

ROLEROLE MAPPING MAPPING

ASSESSMENTASSESSMENT

REPORTREPORT

• Client debrief of individual results.• Individual debrief using Hogan/LeaderFit reports.• Coaching and onboarding (optional – 6 to 12 months)• Follow up

DEBRIEFDEBRIEF


When working within an Executive Search assignment, or assessing internal candidates, we undertake the following steps to ensure that the assessment yields information that allows clients to better appreciate each individual’s strengths and potential gaps:

Assessment Steps

For Assessment and Development, we use 3 Hogan instruments linked to our LeaderFit model, which can in turn be mapped to a client’s competency map or role requirements:

Our Primary Instruments


Provides 6-12 months of sustained coaching to help executives transition into a new role – whether they are promoted from within or an external hire.


Onboarding

Provides 6-12 months of sustained coaching to help executives transition into a new role – whether they are promoted from within or an external hire.


Executive Coaching

Feedback and Progress Metrics

Assessing and selecting the right internal candidates for executive succession is a delicate exercise that requires: An upfront analysis of the business and leadership challenges the organization will face over the longer term.

Providing each internal succession candidate with an objective assessment and the opportunity to develop their leadership potential, so that they each feel that they have an opportunity to grow into a more senior role.

A transparent and fair process with clear and concise communication, so that all stakeholders can buy into final decisions – please see our 4-Step model..


Executive Succession1. ANALYSIS

2. ASSESSMENT3. DEVELOPMENT

4. TRANSITION

Develop evaluation questionnaire Interview key stakeholders Create CEO capabilities matrix

Identify development goals and projects for each potential successor Monitor individual progress, provide support and coaching

If required, conduct full external search Appoint successful candidate Accelerate executive team alignment

Candidates complete Hogan instruments LeaderFit assessment of each candidate (incl. 360) Individual feedback and Board review

We facilitate executive team development events, using a combination of our business and leadership tools:

Hogan HPI, MVPI and HDS.

Creative Execution Scan.

Team effectiveness and leadership alignment.


Team Development

Hogan MVPI Graph

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Aesthetic Affiliation Altrustic Commercial Hedonistic Power Recognition Scientific Security Tradition

MVPI Scales

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“Remember, upon the conduct of each depends the fate of all.” – Alexander the Great

Composite MVPI Profile

Unique Strategy

Candid Dialogue

Clear Roles & Accountabiliti

es

Bold Action Visible Leadership

A simple, unique and compelling strategy that clearly outlines what you will do – or won’t do – in order to achieve outstanding results.

Openness to other people’s ideas, honest debate, disagreements and resolution is critical to effective teamwork and execution.

Managers and employees need to understand how their individual roles and accountabilities connect to the strategy.

Bold action generates momentum. It propels the organization toward its new direction, and provides the first tangible taste of how the strategy will be deployed.

Visible leadership of the organization’s senior leaders maintains focus and creates a culture of learning, courage and perseverance.

Survey Items:•“Our strategy is simple and unambiguous”•“Our leadership clearly explains how the strategy will be executed”

Survey Items:•“My manager is open to hearing my opinion”•“Our leadership insists on understanding the facts from the trenches”

Survey Items:•“I understand how my work directly contributes to our success”•“People are held accountable for the caliber of the work they produce”

Survey Items:•“We seize the moment; we act at the opportune time”•“Our organization does what is necessary to win in the markets”

Survey Items:•“Our senior leaders remain at the forefront during difficult times”•“My manager strengthens my belief in my capabilities”

Creative Execution ScanOrganization Culture Diagnostic

Based on our new book, the Creative Execution Scan allows an organization to measure five elements of organization culture and leadership performance:


Thought Leadership

CEO SpotlightIn partnership with Healthy Companies, our Leadership Practice publishes a quarterly research pamphlet titled CEO Spotlight, which provides an intimate look into the perspective and leadership insights of some of the world’s most innovative corporate leaders.

Creative ExecutionOur Practice Leader, Eric Beaudan, published his book Creative Execution through Wiley in 2012 . The book highlights the leadership practices of highly successful companies such as the Four Seasons, Toyota and Google.


Practice Global Clients


What Clients Say…


“Eric’s passion for effective leadership and inter-cultural fluency has been instrumental in helping Thales Canada's senior executives learn to excel within a complex international environment, and shape our journey to become the partner of choice for our customers at home here in Canada, and around the world.”-- Paul Kahn, President and CEO of Thales Canada Inc.

“RBC partnered with Odgers Berndtson to deliver a High Potential Alumni event using the Hogan Development Survey, which was well received and created significant value for participants.”-- Jan Wilmott, Director Leadership Development, RBC.

“The Odgers Berndtson team put together a best in class assessment toolkit for our executive leaders. More importantly, Eric and his team have been exceptional partners to work with.”-- Jennifer Pierce, SVP Human Resources, Hudson Bay Co.

Summary: Practice Capabilities

Services that span a critical range of leadership needs for organizations in the private and public sectors:

Leadership assessment, psychometric tools, 360s

Coaching, onboarding

Team development

Organization culture

Thoughtful, fresh and unbiased perspective

Consistent tools across North America, Europe and Asia


Kristen.Ayres

ERIC BEAUDAN BIO

HOGAN SCALE DEFINITIONS

LEADERFIT MODEL DEFINITIONS

CONTACT INFORMATION

APPENDIX

Eric BeaudanDirector, Leadership Practice | Odgers Berndtson

With 20 years of experience in leadership assessment and executive development, Eric brings a wealth of experience to Odgers Berndtson’s Assessment Practice. Eric developed the LeaderFit™ assessment method and works seamlessly with the firm’s clients to help assess and develop the leadership potential of their executives and high-potential talent. Eric was most recently Director of OD for Rogers Communications, where he oversaw the redesign of the company’s executive development curriculum and talent strategy. Other experiences include Director of OD for the Bank of Montreal, and a 10-year consulting career with Watson Wyatt Worldwide. Eric co-authors the quarterly CEO Spotlight publication, which features global CEOs who have excelled at building a high performance culture. His leadership book, Creative Execution, was published by Wiley in 2012.

Eric is an advanced Hogan facilitator for individual and team development. He is a certified Master Coach through the Behavioral Coaching Institute.


Practice Leadership

Hogan Personality Inventory

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HPI Scale Low Scores35 or Lower

High Scores65 or Higher

Adjustment: Calm and stable vs. self-critical & tense

Introspective, vigilant, open to feedback, self critical and prone to stress, shows a sense of urgency

Calm under pressure, confident, even tempered, less open to feedback but adapts well to changes

Ambition: Confidence and Competitiveness

Team player, willing to follow others, usually content with position and reluctant to take charge

Highly competitive and “take charge”, energetic, results oriented, effective communicator who sets high expectations

Sociability: Enjoyment of social interaction

Business focused, good listeners who work well on their own, but find it harder to network and give others feedback

Outgoing, dynamic, relationship oriented, comfortable in high profile roles and working with others, but may not listen as well

Interpersonal Sensitivity: Tactfulness, skill in relationships

Can make the “tough calls”. Direct and frank, task-oriented, will often challenge assumptions and are willing to confront others

Gets along easily with others, tactful, warm and cooperative, but may not handle conflict well or deal with poor performers

Prudence: Attitude towards rules, detail orientation

More flexible and open to change, quick to make things happen, may be easily bored and impulsive, impatient with details

Adheres to rules, dependable, organized, conscientious and hard working, may micromanage or be rigid and inflexible about rules

Inquisitive: Approach to problem solving

Pragmatic problem solver, process focused, can focus on details and won’t be easily bored, but may have narrow perspective and ignore the big picture

Big Picture, out of the box thinking, creative, bright, thinks strategically but may be impractical and have difficulty making clear decisions

Learning Approach: Staying up to date

Sees learning as a means to an end, prefers to apply skills rather than learn new concepts or methods

Loves learning for sake of learning, stays up to date with technical and business developments

Measures 7 individual tendencies –

how people usually interact with others when they’re at their best

Hogan Development Survey

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HDS Scale High Risk Implications (90-100%)

Excitable: Being overly enthusiastic about people or projects and then becoming disappointed.

-Intense and energetic, but also temperamental and potentially explosive-Tend to be critical, easily irritated, prone to emotional outbursts

Skeptical: Being socially insightful, but cynical and overly sensitive to criticism.

- Bright and perceptive, but critical, fault-finding and alter for signs of betrayal, become mistrustful of others’ actions and intentions

Cautious: Confident willingness to undertake new ventures vs. cautious reluctance to try new things.

-Shy, self-doubting, conservative, emotional and unassertive-Tend to avoid making decisions and slot to adopt new ideas/technology

Reserved: Lack of interest in or awareness of others’ feelings, difficulty communicating.

-Socially insensitive, self-absorbed, pre-occupied and tough-Tend to keep to themselves, work alone, indifferent to others’ moods

Leisurely: Being independent, stubborn, hard to coach and ignoring others’ requests.

-Overtly cooperative but edgy, mistrustful and hard to coach-Put off tasks, feel mistreated when others make demands, resist team

Bold: Inflated views of one’s competency and self-worth, vs. modesty and self-retraint.

- Bold, assertive, energetic, ambitious and visionary, but when stressed impulsive, self-promoting, competitive and demanding.

Mischievous: Being charming, risk taking and excitement seeking vs. unassuming and quiet.

-Charming, interesting, daring and fun, enjoy testing the limits, quick to act-May take ill-advised risks and not evaluate consequences of their actions

Colorful: Being dramatic, engaging and attention seeking vs. modesty.

-Fun, skilled at influencing, innovate and challenge, enjoy multitasking-Love high profile and calling attention to themselves, self-promoting

Imaginative: Levelheaded, practical and sensible vs. imaginative, unusual and unpredictable.

-Unconventional, innovative and unpredictable, act in striking ways-Take pride in being different, pre-occupied, easily bored and distractible

Diligent: Relaxed, tolerant and willing to delegate vs. being meticulous, picky and critical.

-Polite, detail-oriented, hardworking, inflexible and uncomfortable with ambiguity, take pride in being attentive to details and conscientious

Dutiful: Being eager to please and reluctant to take independent action.

-Obliging, predictable, work hard to avoid rocking the boat-Defer to others’ judgment to maintain relationships and gain approval

Identifies 11 dysfunctional dispositions as a result of stress, heavy work loads, or needs unmet

Motives & Values Inventory

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Identifies 10 personal drivers and fit with organization culture

MVPI Scale High Score Implications (65-100%)

Recognition: Fame, visibility, being acknowledged and rewarded.

-Colorful, outgoing, socially confident, care about being center of attention-Tend to be interested, imaginative, self-confident and dramatic

Power: Interest in competition, achievement, challenge and success.

-Value leadership and authority, assertive and strategic about their career-Prefer environments where they can succeed and get ahead

Hedonism: Interest in excitement, variety, entertainment, fun and good company.

-Lively, flirtatious and impulsive, like to have fun and entertain others-Like to “work hard/play hard”, take time to celebrate/relax

Altruistic: Improving society and actively helping others, making the world a better place.

-Value helping others and creating a customer-service environment-Sensitive, considerate, honest and sympathetic to others

Affiliation: Interest in social contact and interest in working with others.

-Energetic, outgoing, adaptable and socially charming-Enjoy meeting new people, frequent communications, networking

Tradition: Interest in high standards and appropriate social behavior, history and conventions.

-Mature, commonsensical, defend established procedures-Value rules, standards, and prefer predictable work environments

Security: Certainty, predictability, structure, order and planning for the future.

-Cautious, conforming, care about safety/financial security-Will avoid mistakes and ambiguity, emphasis on managing risks

Commerce: Business activities, money, profits, finding business opportunities.

-Ambitious, active, energetic, pay attention to budget/compensation-Serious about work, attentive to details, focused on bottom line

Aesthetics: Creative and artistic self-expression, interest in arts, literature, music, culture.

-Spontaneous, fun-loving, creative, enjoy innovation and original ideas-Will encourage experimentation, creative problem solving

Science: Learning, technology, exploring and understanding how things work.

-Curious, analytical, comfortable with technology, bright, well organized-Will use data to identify trends, solve problems or create meaning

LeaderFit Model Overview

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STRATEGIC CLARITY- Planfullness

- Decision Making

- Strategic vision

EXECUTION SAVVY- Tactical reasoning

- Initiative

- Dependability

- Problem Solving

PEOPLE AND TEAM DEVELOPMENT

- Teamwork

- Building Teams

- Delegation

RESILIENCE & ADAPTABILITY

- Continuous Learning

- Flexibility

- Stress Tolerance

- Professionalism

STAKEHOLDER

MANAGEMENT

- Building Relationships

- Influencing Others

- Communications

Vancouver OfficeSuite 7101050 West Pender StreetVancouver British Columbia V6E 3S7

Tel: 604-685-0261

Toronto OfficeRoyal Bank Plaza, South Tower, Suite 3150, 200 Bay Street, Toronto Ontario M5J 2J3

Tel: 416-366-1990

Calgary OfficeSuite 1600250 – 6th Avenue S.W.,Calgary Alberta T2P 3H7

Tel: 403-410-6700

Halifax Office5525 Artillery PlaceHalifax Nova Scotia B3J 1J2

Tel: 902-491-7788

Montreal OfficeSuite 39251250 West René-Lévesque Blvd.Montréal Québec H3B 4W8

Tel: 514-937-1000

Ottawa OfficeSuite 500116 Lisgar StreetOttawa Ontario K2P 0C2

Tel: 613-749-9909

Contact Us


Leadership Practice Canada Client Overview

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