LEADERSHIP DEVELOPMENT Proven Steps to Increase Leadership Effectiveness in Any Organization John F. Bradford Senior Vice President, Training and Consulting Services Profiles International, Inc. October 17, 2011

Profiles International  Founded 1990  Global, 128 Countries  700 offices in 90 countries  45 Regional Offices  45,000+ clients worldwide

Leadership Initiatives Worldwide

720 Clients Worldwide Engaged in Leadership Initiatives Year 2011

Investing In Development of Leaders 720 Clients Leadership Initiatives

In 2011, what Leadership initiatives took place, and at what level or levels, within your organization? A.Top Leadership B.Mid-level leadership C.First level leadership D.All the above Poll Question

In 2011, what Leadership initiatives took place, and at what level or levels, within your organization? A.Top Leadership00% B.Mid-level leadership00% C.First level leadership00% D.All the above00% Poll Results

What Worked in 2011! Leadership Development!

1. Critical Positions (Strategically Determined) What Worked!

2. Right Person (Strategically Determined) What Worked!

3. Success Profile Company Fit Attitudes Values Demeanour, Appearance, Integrity Job Match Thinking Style, Behaviors, Interests Skill Fit Education, Training, Experience, Skills, Etc. Leadership Fit Critical Skills Strengths, Gaps OJT - Action What Worked!

4. Strategically Investing in Development What Worked!

What was the most compelling reason your organization invested in leadership development in 2011? A.Reduce skill gaps/build competencies B.Business growth C.Grow leaders more quickly D.Improve bench strength/internal candidate pool Poll Question

What was the most compelling reason your organization invested in leadership development in 2011? A.Reduce skill gaps/build competencies 00% B.Business growth 00% C.Grow leaders more quickly 00% D.Improve bench strength/internal 00% candidate pool Poll Results

2011 Most significant observation! Leadership Development!

2011 Observation! Companies Have Two Leadership Needs Strategic Need Organization Level Pipeline, Succession, Replacement How, Who, When Investment Day-to-Day Development Need Individual Leader Level Reduce skill gaps, build competency How, Who, When Investment

U N O F F I C I A L DEPTH CHART As of January 1, 2010 Chief Executive Officer President Chief Financial Officer Chief Operations Officer Chief Human Resource Officer Chief Information Officer Chief R & D Officer Vice President of... Manager of... Supervisor of... Key Technical Contributor First TeamBack - Up Anywhere Company

First TeamBack - Up Reduce Skill Gaps, Build Competencies!

What We Should Anticipate in 2012! Leadership Development!

The Marketplace What We Should Anticipate in 2012! More Marketplace Volatility! Greater Opportunity! Expectation to Achieve Greater Results, with the same or less resources!

What Will Work in 2012! Reality: Greater results with same/less resources! Your leadership development focus is: Leadership Skill Application Leadership Skill Development

On-the-job! Touch points of Leadership! Which Best Take Place

What will work in 2012! Increasing the effectiveness of every leader in your organization with zero dollar investment! Practical, Realistic and Applicable to Your Organization Achieve More with Less -Two Actions That Work

What will work in 2012! Action 1: Clear Expectations Go a Long Way, and Don’t Cost a Dime What are the expected Results? What leadership/management skills are critical to achieving those results?

What will work in 2012! Action 1: Clear Expectations Go a Long Way, and Don’t Cost a Dime Define authority Act on authority

What will work in 2012! Action 1: Clear Expectations Go a Long Way, and Don’t Cost a Dime Feedback: Upward, downward, across Assess -Frequency of feedback -Impact of feedback

What will work in 2012! Action 2: The Power of “Talking With” versus “Talking To!” A.Dialogue Why it doesn’t happen! What you can do to get it to happen!

What will work in 2012! Action 2: The Power of “Talking With” versus “Talking To!” B.Dialogue – What’s natural & what’s not! Natural is Reactive Dialogue fighting the hottest fire today! Not-natural is dialogue to prevent fires from starting!

What will work in 2012! Action 2: The Power of “Talking With” versus “Talking To!” C.Here’s how you increase dialogue Expect it Catch it Reward it Equip for it

Investment Required? Action 1: Clear Expectations Go a Long Way Action 2: The Power of “Talking With” versus “Talking To!”  Zero Direct Dollars  Investment of Time

What will work in 2012! Accelerate Leadership Development Leverage Points: Help your leaders know more about “THEMSELVES” Help them know more about “THOSE THEY LEAD”

What will work in 2012! Accelerate Leadership Development HOW: Equip leaders and those they lead with actionable data that when acted upon has direct positive impact on strengthening or closing capability gaps.

Accelerating Leadership Development LEVERAGE POINT: Help your leaders know more about THEMSELVES” HOW: Actionable Data How they are being perceived as a leader! If they are on the same page (aligned) with their boss!

LEVERAGE POINT: Help your leaders know more about “THOSE THEY LEAD” HOW: Actionable Data Productivity, Quality of Work, Teamwork, Initiative, Problem Solving, Response to stress and conflict, and employee performance development Accelerating Leadership Development

LEVERAGE POINT: Help your leaders know more about “THOSE THEY LEAD” HOW: Actionable Data “Put the right person in the right job, train and motivate them, give them an opportunity for advancement, and your company will grow and prosper.” Accelerating Leadership Development

2012! – Your Next Steps 1. TOMORROW - Share what you learned today with other leaders in your organization. 2. Make a commitment to invest in your people by expanding your emphasis on Leadership Development. 3. Invite your Profiles Executive to discuss the specifics about how we can help you develop your leaders in Success starts with a single step.

A Quick 15 Minutes! You will receive: Management Report: Provides the manager with insights that will help him/her lead, coach, and motivate the employee. Personal Report: Provides the employee with a guide for self- improvement and illustrates the employee's behavioral tendencies Graphic Summary: Useful for the manager to show the employee. Provides and illustration of the five categories measured Coaching Debrief by one of Profiles’ Developmental Coaches 2012! – Your Next Steps Become a champion of actionable data by learning more yourself! Our sponsor Profiles International will provide a complementary assessment and follow-up coaching debrief for yourself or one of your leaders.

2012! – Your Next Steps

Thank You! Proven Steps to Increase Leadership Effectiveness in Any Organization John F. Bradford, Senior Vice President, Training and Consulting Services Profilesinternational.com info.profilesinternational.com Phone: October 17, 2011