The GC Index In Brief

Elevating organisations

through data and people.

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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

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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


THE FUTURE= VISIONARY

THE

STRATEGISTSEES THE

FUTURE

THE

IMPLEMENTERBUILDS THE FUTURE = HIGH POTENTIAL

THE


THE FUTURE

THE


THE FUTURE

= CHARISMATIC LEADER

THE


THE FUTURE

THE


TO BE PROUD OF

= INVENTOR

= CREATIVE PROBLEM SOLVER

THE


THE FUTURE

THE


= INTREPRENEUR

THE


THE FUTURE

= CHALLENGER

THE


THE


TO BE PROUD OF

= DRIVER

THE

STRATEGISTSEES THE

FUTURE

THE


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”

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LET’S CHANGE THE GAME

For more information contact

Lillian Henderson

0828262160

[email protected]

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

The GC Index In Brief

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