Did you know that you are giving an average of 38% of the assets of your company to every manager and leader you place in your organization ? By giving them insights into their own strengths and surfacing self improvement opportunities, you equip them to increase their employee engagement and achieve higher standard of productivity
6. AGENDA
1 How to create and implement a strategy that
increases your leadership ROI.
2 How to hire the right leader / manager the first time
Identify and develop effective managers / leaders of
3 your organization
7. Creating Value for Our Clients
We support our clients through the full
employee life-cycle, helping them identify the
best people for their jobs and then developing
them to their fullest potential.
The GLOBAL LEADER in
Employee Assessment Solutions
8. 700 OFFICES WORLDWIDE
The GLOBAL LEADER in
Employee Assessment &
Talent Management Solutions
Established in 1991
125 COUNTRIES
WORLDWIDE PRESENCE
9. 50 MILLION USERS
45,000 CLIENTS
33 LANGUAGES
50,000,000 MILLION USERS
10. Diverse Base of Marquee Customers
Customer Highlights
§ 11,000+ Active Customers
§ Includes Most Fortune 500 Global Companies
12. Why A r e We Here?
EVERYBODY in your business is all about
reducing cost, improving productivity and
increasing the bottom-line.
13. Why A r e We Here?
EVERYBODY in your business is all about
reducing cost, improving productivity and
increasing the bottom-line.
Nothing Else Matters!
14. Where do you start ?
You start where you spend most MONEY.
15. Where do you start ?
PEOPLE
but this is the least Financially managed part
of business…….
20. In 2012, what leadership development initiatives
took place in your organization, what level within
the organization?
a) Top Level Leadership
b) Mid Level Leadership
c) First Level Leadership
d) All of the Above
21. We Wait Too
Long to Train
Our Leaders
- by Jack Zenger posted in Harvard Business Blog
22.
23. 37% Of
Singapore
Employers Facing
Talent Shortage
On Talents!
- Talent Shortage Survey 2012,Manapower Group
24. TOP JOBS EMPLOYERS
ARE HAVING DIFFICULTY
FILLING
• Sales Rep
• Management / Executives
• Engineers
- Talent Shortage Survey 2012,Manapower Group
25. REASONS FOR
DIFFICULTY FILLING
JOBS
• 35% Lack of Available
candidate
• 29% Lack of Skills and
Competencies On Talents!
- Talent Shortage Survey 2012,Manapower Group
26. TOP 2 PREDICTOR OF
EMPLOYEE
TURNOVER
1. Immediate manager
is unclear with his or her
expectations
2. Poor Job Fit
when employees perceive
that they don't have
opportunities to do what they
do best every day
Source: Gallup research, including meta-analysis, employee opinion polls, and exit interview studies conducted over the past 30 years
27. is going to be
productive
?
How do we know who
28. FRANK SCHMIDT & JOHN HUNTER
“Experts in Productivity and Organizational Psychology”
Reported in…
85 Years
of
Research
29. Not all people in all jobs are
created equal =
not all people are equally
productive.
30.
31.
32.
33.
34. Good leader / manager is
the difference between the
success and failure of any
enterprise
35. Good leader / manager is
the difference between the
success and failure of any
enterprise
36. Good leader / manager is
the difference between the
success and failure of any
enterprise
37. Implications?
Unless all your
Managers /Leaders are
superior performers, you
are LOSING MONEY
unnecessarily?
38. Implications?
Every time you move performance of a manager/leader from
Average Superior
YOU HAVE A DRAMATIC AND
MEASURABLE IMPACT
39. Get the wr ong people in
m anagement po sitions and the
ente rprise fails.
g 38% of the asset of the company. You
If you are givin
to know that they wil l use them well.
have
47. The Top
3 Criteria of Great
Leaders
1. Getting results that the shareholders ,
customer and people expect!
48. The Top
3 Criteria of Great
Leaders
1. Getting results that the shareholders ,
customer and people expect!
49. The Top
3 Criteria of Great
Leaders
1. Getting results that the shareholders ,
customer and people expect!
2. Get the results without driving people away.
50. The Top
3 Criteria of Great
Leaders
1. Getting results that the shareholders ,
customer and people expect!
2. Get the results without driving people away.
51. The Top
3 Criteria of Great
Leaders
1. Getting results that the shareholders ,
customer and people expect!
2. Get the results without driving people away.
3. They must have the potential to deal with
change should the environment change.
59. Strategies to implement ?
What if , I can take all my
very best folks in my
company who has the
Potentials and
Competencies to be
successful
Leadership funnel ON PURPOSE
66. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
67. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
68. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
69. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
70. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
ü Team Calls Handled Per Month
71. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
ü Team Calls Handled Per Month
ü Units Manufactured Per Month
72. 1.
RESULTS RANK THE LEADERS/MANAGERS
Carefully identify OBJECTIVE measures
ü Project Delivered On time, On Budget
ü Sales Per Month, Quarter or Annum
ü Average Profit Margin Per Account
ü Team Calls Handled Per Month
ü Units Manufactured Per Month
ü Supervisors/Managers Rating etc…
87. ProfileXT® (PXT) Insights
Having done this, we can
show you - graphically and
quantifiably - to what
degree current managers/
leaders ,or candidates for
recruitment or promotion
match that standard.
88. Considering the costs of developing
You simply cannot afford to
start with someone who is
not likely to succeed.
89. What is it that these Managers /
Leaders who has the
Potentials , needs to do
to be successful.
90. What is it that these Managers /
Leaders who has the
Potentials , needs to do
to be successful.
3.
COMPETENCIES
93. People don’t quit jobs…
They quit people!
…and the people they quit are
usually managers!
94. (1) Communication
(2) Leadership
Our research has (3) Adaptability
shown that these
are key (4) Relationships
competencies for (5) Task Management
manager/leaders
success: (6) Production
(7) Development of Others
(8) Personal Development
102. Checkpoint 360 Insights
Reports that talks to the
Managers for their
Individual Development
Reports that talks to
the Boss for Coaching
the Managers
103. ARE YOU EVER TIRED OF NOT SEEING AND
NOT KNOWING THE RETURN ON INVESTMENT
(ROI) ON YOUR TRAINING AND DEVELOPMENT
ACTIVITIES
107. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
108. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
1.
RESULTS
109. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
1. 2.
RESULTS POTENTIALS
110. Leadership strategy that increases
For every leader/manager in your organization you should ;
IDENTIFY KNOW DEVELOP
1. 2. 3.
RESULTS POTENTIALS COMPETENCIES
111. Receive a Complementary Critical
Leadership Study !
1 2 3
Select a Critical Management/ Assess Leader/Manager! Complementary Leadership Study!
Leadership Position!
Report designed for Performance Model
Sales & Business Development Exec.
It’s as easy as, 1, 2, 3!
112. Critical Leadership Study!
Identifies what is really required for success in any
Leadership/Management Position Unique to Your
Organisation – in terms of:
(1)Results
(2)Potentials
(3)Competencies
113. A Clear Target for Success…
...against which people can be graphically and
quantifiably compared, has implications for...
§ Selection
§ Development
§ Coaching
§ Management
§ Succession Planning
Receive a Complementary Leadership/
Management Job Study!
114. Would you like to receive the
Complementary Management / Leadership
Critical Job Study?
A. YES
B. NO
C. CONTACT ME
Have an immediate need ? Call us at +65 65717031
URL: www.profiles.com.sg