Current trends in leadership acceleration, plus global and HiPo leadership competencies
How to look beyond skillsets when hiring to understand a candidate’s leadership potential
Benefits of an efficient, data-driven onboarding process to maximize leader effectiveness
Coaching guidelines to unlock higher levels of performance, faster
Leadership starts at the top, but a highly functioning and successful organization fosters leaders at all levels. Yet – for typical companies – only 17% of leadership investments actually go toward the development of first- and second-level leaders, with the rest targeted exclusively at executives. With a large percentage of Baby Boomers nearing retirement age, organizations that fail to bridge the gap between current and future leaders could risk their ability to operate efficiently and perhaps, lose their competitive edge.
Companies that offer employees opportunities to lead and grow in their roles are more likely to retain the top talent fundamental to their success. Nurturing these high-performers and leaders requires a development process that reflects employees’ natural behaviors and styles and includes specific, progressive steps that help future leaders reach their full potential.
During this webcast, Kip Kelly of UNC Kenan-Flagler Executive Development will share data on the current state of leadership and the implications for accelerating talent, including High Potentials (HiPos), plus brand new research on global leadership competencies that drive success. Mike Stewart of Predictive Group will then talk about how to mitigate risks and take the guesswork of out identifying and nurturing potential through the use of workforce analytics. Michelle Kozin of PI Worldwide will review best practices for growing leaders and developing talent through behavioral assessment data – from hiring through to career development.
Sustaining growth in today’s fast changing market requires a robust pipeline of agile leaders who can quickly work across the organization to take on emerging opportunities and respond to new challenges. One way to address this issue is ...
An individual with a global mindset is open to and appreciates cultural and market diversity and synthesizes both local and global perspectives. With this original research we understand the importance of a global mindset for local to transnational companies and how organizations are developing this ability in their leaders and in the entire workforce.