1. Identifying Future Leaders Warren Bobrow, Ph.D. All About Performance warren@allaboutperformance.biz

2. What We’ll Cover Today Identifying future leaders for future success Examine and evaluate different methods of succession planning. Understand the importance of individual differences in leadership ability Looking at different tools for identifying leadership potential Links between succession planning, identification of leadership potential and organizational success Wrap-Up

3. Identifying Future Leaders for Future Success Succession planning is really about determining “who is next” It’s a strategic way to identify and groom leaders Can also guide external recruiting

4. Different Methods of Succession Planning What is your organization doing? What’s working? What’s not? How do you avoid always promoting the most technically skilled person?

5. Individual Differences in Leadership Whether you think leaders are born or made there are differences in leadership style  Person vs. Task Oriented  Situationally Flexible vs. Consistent

6. Individual Differences in Leadership What are some differences between effective leaders and effective individual contributors?  Strategic vs. tactical thinking  Leaders need to be effective coaches

7. How To Measure Individual Differences Self-Report  Convenient/Fast  Reliable as long as the person’s truthful  Requires person to be introspective

8. Example of Self-Report I am more of an orderly, systematic person.  I am more of a spontaneous, flexible person. When I find I differ with someone on social views, I prefer to discuss what our basic differences mean.  When I find I differ with someone on social views, I prefer to discuss something else. I never ignore any tasks, no matter how many there are to do during a day.  Some days there are so many little tasks that need to be done that I sometimes just blow them off. I don't pride myself on my excellent judgment at work.  I pride myself on my excellent judgment at work. I'm not that well-known for my good judgment at work.  I'm well-known for my good judgment at work. I am not that concerned with keeping everything in a specific place so I know just where things are.  I like to keep everything in a specific place so I know just where things are. Once I start a project, I almost always finish it in a timely manner.  Finishing a project quickly can be a problem for me sometimes. I'd prefer to deal with people who are conventional and polite in what they say.  I'd prefer to deal with people who are direct and speak up about the problems they see.

9. Caveat Emptor of Self Report Many published tests are designed for insight, but have no bearing on performance Difficult to coach people on traits

10. Advantages for Succession Planning Uncovers desire to be a leader Lets you know who may have the appropriate style

11. How To Measure Individual Differences 360 Feedback  Healthcare LOVES 360  Captures perceptions of behavior from different groups

12. Example of 360 Feedback

13. Caveat Emptor For 360 Feedback Not every rater group interprets items in the same way This type of feedback can have negative consequences Peer ratings are not reliable when they are competing for resources

14. Advantages for Succession Planning You can only be a leader if you have followers Can show development areas

15. How To Measure Individual Differences Assessment Centers  A day-in-the-life role-play In-basket Coaching Group Problem Solving Presentation  Measures skills and abilities separate from job knowledge  Feedback based on actual behavior

16. What Assessment Centers Measure Decision Making Coaching Teamwork Leadership in several situations

17. Caveat Emptor for Assessment Centers Resource intensive

18. Advantages for Succession Planning Objectively measured Provides direct comparison of participants Clear link with training and development

19. The Big Picture If you do not plan for future leaders, you’ll always promote the most technically competent Whether you believe that leaders are born or nurtured, you still need to identify them Organizations are driven by talent

20. Q&A