Leadership Strategy

Leadership
Strategy
the why, the how, the results!

a presentation brought to you by:
John Bradford

John Bradford
John Bradford is the Senior Vice President of Profiles International Consulting and Coaching
Services. John is the driving force behind Profiles’ global consulting team, helping
organizations identify, develop and deploy mid- and executive-level leadership talent. His
ability to identify the business context of an organization and apply creative thought to
desired business results enables him to craft practical and realistic solutions that can be
implemented from the C-Suite to the front line.

Most recently, John and his team worked with a global multi-national company to identify
the executive competencies that indicate Leadership readiness. Using projected business
results and the company’s 2020 Vision, John’s team developed an Executive Assessment
Process that accurately and reliability identifies incumbent leaders who are candidates for
higher lever positions, strengthening the leadership pipeline and allowing for succession
planning.

John’s team provides Executive Coaching Services for incumbent and aspiring global leaders
Senior Vice President on five continents. He has worked with business of all sizes and within a wide variety of
Training & Consulting Services industries. John’s focus on the achievement of business results and ability to help clients
implement simple, practical and cost-effective solutions makes him a sought after resources
for clients around the world. Some of John’s recent clients include AECOM, Eastman
Chemical and Raytheon Corporation.
A thought leader in the area of leadership development, John authored the Profiles’
CheckPoint Leadership Skill Building and Coaching series consisting of 18 Leadership Skill
Builders. These Skill Builders include an on-the-job leadership process, practical leadership
development activities, and a supporting coaching guide.

Prior to joining Profiles International, Bradford served on the faculty at the University of
Missouri-Columbia. He’s held senior positions with Fortune 100 and 500 companies,
imagine great people
®
shouldering full responsibility for organizational and employee development. He has also
served as President and CEO for a U.S.-based consulting firm.

www.profilesinternational.com
©2012 Profiles International, Inc. All rights reserved.

Who We Are

• Founded 1991
• Over 45,000 clients served worldwide
• Offices in nearly 130 countries
• Founding member of the Association of
Test Publishers
• Microsoft Certified Partner


Creating Value for 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.


Diverse Base of Marquee Clients

Financial Services Retail & Consumer Travel & Hospitality Education & Government

Technology Healthcare Energy & Utilities Business Services

Client Highlights
• 11,000 + active clients
• Client base includes 152 Fortune 2000 companies
• Represented in nearly 130 countries

Clients We’ve Served


Today’s Objective’s
• Define a leadership strategy.

• Review the components of leadership
strategy.

• Identify how to create and implement a
leadership strategy specific to the needs
of your unique organization.

1

Leadership Strategy

“The set of solutions and programs an organization
makes available to develop its leaders’ capabilities – the
experiential opportunities, the networking and feedback
opportunities, and the formal education opportunities.”

Source: Bersin & Associates, 2012
Leadership Strategy, The Link Between Business
Goals and Leadership Development Solutions

2

Key Sources – Leadership Strategy

3

The Role of Leadership Strategy

4 Source: Bersin & Associates 2012.

Leadership Strategy is the Conduit between Business
Strategy and Leadership Development Strategy

5

The Leadership of An Organization

6

The Leadership of An Organization
At a minimum, you should consider:
1. Quantity of leaders

2. Qualities desired in selection

3. Skills and behaviors needed to implement business
strategy and to create the desired culture

4. Collective leadership capability of leaders acting
together as a group, across boundaries to implement
strategy, solve problems, respond to threats, adapt to
change and support innovation.

5. The desired leadership culture

6

CCL - Leadership Strategy

7 Source: Bersin & Associates 2012.

Business Strategy and Leadership Strategy

8
Source: Bersin & Associates 2012.

Leadership Lifecycle™

Source Align

Reward Develop

9

Leadership Lifecycle™
Leadership Executive
Brand Performance
Management
Build
or Buy Leadership
Strategy Communication

Succession Source Align Executive
Management Engagement

Long-Term Executive
Incentives Coaching
Reward Develop
Short-Term Leadership
Incentives Competency
Framework

High-Potential Developmental
Compensation Assignments

10

Leadership Strategy
XYZ COMPANY
This leadership strategy outlines a plan for
finding leaders, aligning them with the
goals of the business, developing leaders,
and rewarding leaders.
• Competencies
• Sourcing Leaders
• Aligning Leaders
• Developing Leaders
• Rewarding Leaders
11

Leadership Strategy
S
T
R
A
T
E
G
I
C

N
A
T
U
R
E

12 Time and Resource

Leadership Strategy
XYZ COMPANY
This leadership strategy outlines a plan for
finding leaders, aligning them with the
goals of the business, developing leaders,
and rewarding leaders.
• Competencies
• Sourcing Leaders
• Aligning Leaders
• Developing Leaders
• Rewarding Leaders
13

Leadership Strategy - Competencies
COMPETENCY NEEDS
Selection and
Promotion

Résumé, Application, References Job Match Assessment Interview, Integrity Assessment

14

Leadership Strategy - Competencies
COMPETENCY NEEDS
LEADERSHIP
DEVELOPMENT

15

Leadership Strategy
SOURCING LEADERS
• Make/Buy Mix.
- Ratio of Internal/External Hires
- Success Profiles develop for Critical Job Positions
- Assess Internal and External Candidates for Job Fit
• Succession Planning
- Commitment to Succession Plan
- Define how Performance, Potential, Talent
- Train all leaders
• Onboading Leaders
- Mentoring
- Share strengths as identified in hiring/promotion process
16 - Identify experience, knowledge, skill gaps

ProfileXT® Insight: What We Measure
Thinking Style
1 2 3 4 5 6 7 8 9 10 Learning Index

Approach to Learning
1 2 3 4 5 6 7 8 9 10 Verbal Skill
1 2 3 4 5 6 7 8 9 10 Verbal Reasoning
1 2 3 4 5 6 7 8 9 10 Numerical Ability
• Speed of a training program 1 2 3 4 5 6 7 8 9 10 Numeric Reasoning
• Communication Style & Preference
• How analytical are they? Behavioral Traits
1 2 3 4 5 6 7 8 9 10 Energy Level
1 2 3 4 5 6 7 8 9 10 Assertiveness
1 2 3 4 5 6 7 8 9 10 Sociability

Performance
1 2 3 4 5 6 7 8 9 10 Manageability
1 2 3 4 5 6 7 8 9 10 Attitude
1 2 3 4 5 6 7 8 9 10 Decisiveness
• How will they fit into the position? 1 2 3 4 5 6 7 8 9 10 Accommodating
• How will they make decisions? 1 2 3 4 5 6 7 8 9 10 Independence
• Where might they struggle? 1 2 3 4 5 6 7 8 9 10
Objective Judgment
Occupational Interests
1 2 3 4 5 6 7 8 9 10 Enterprising
1 2 3 4 5 6 7 8 9 10 Financial/Admin

Motivation 1
1
2
2
3
3
4
4
5
5
6
6
7
7
8
8
9
9
10
10
People Service
Technical
• Will they stay engaged long term? 1 2 3 4 5 6 7 8 9 10 Mechanical
1 2 3 4 5 6 7 8 9 10 Creative
17

Leadership Strategy
ALIGNING LEADERS
• Performance Management
- Aggressive Goals
- Measure both the “What” and “How”

• Engaging Leaders
- Actively Monitored
- Workforce Engagement Survey
- CheckPoint360 Leadership Survey
• Executive Coaching
- Provide External Coaches
* Transitioning
* Performance Acceleration
* Derailment Factors
18

Leadership Strategy
DEVELOPING LEADERS
• Assignment-based Development
- Job assignments primary method for development
- Internal Mentors and Coaches

• High-potential Development
- Highest share of development resources
- Group activities, exposure to senior team and board
- Review performance semi-annual basis
- Measure leadership growth with Checkpoint360
• Executive Development
- Voice of customer (External and Internal)
- Communicating a clear vision, WIIFM
19 - Enterprise Business Acumen

Checkpoint360

20

Leadership Strategy
REWARDING LEADERS
• BASE PAY
- We set the XX % as goal for base-pay
- High potential employee pay at XX % plus XX %
- Internal Mentors and Coaches
• ANNUAL INCENTIVE
- We provide up to the XX percentile range for annual
Incentives, strongly differentiate between median and high
Performers in distributing awards.

• LONG-TERM INCENTIVES
- Combination of performance-vesting incentives for
consistent leadership results and behaviors.
- Target the XX percentile for those awards, strongly
differentiate between median and high performers.
21

Leadership Development Initiative

22

Leadership Development Initiatives

90 Days
Work
Assessment & Onboarding, Individual Development Plan Assignment,
Core Reinforcement
Transition Manager Coaching Developmental
Experiences Accountability
Coaching Activities

First Line Leader Development
23


90 Days Job-Specific
Assessment & Working Leadership Development Plan Experiences,,
Cross Functional Reinforcement
Sessions Executive Coaching Upward
w/Boss Exposure

Mid Level Leader Development

90 Days
Work
Core Reinforcement
Coaching Activities

23

Ongoing
Assessment & Executive Assignment Plan Key
Series Of
Elective Strategic Reinforcement
Working Executive Mentoring
Experiences Initiatives Accountability
Sessions

Executive Level Leader Development

90 Days Job-Specific
Assessment & Working Leadership Development Plan Experiences,,
Cross Functional Reinforcement
Sessions Executive Coaching Upward
w/Boss Exposure

Mid Level Leader Development

90 Days
Work
Core Reinforcement
Coaching Activities

23

Hire
Implement an Integrated
Leadership Development Strategy to Grow
Leaders at all Levels of the Organization!

• New Hire
• Promotion

24

Hire

Team
Player

24

Hire

Leader In
Their Job
24

Hire

TALENT POOL

Strategic
Leader

Today’s Objective’s
• Define a leadership strategy.

• Review the components of leadership
strategy.

• Identify how to create and implement a
leadership strategy specific to the needs
of your unique organization.

25

Would you like to receive . . .

• Leadership Development Strategy Template
(Leading the Way)

• Defining Performance

• Defining Potential

• Executive Success Profile

26

Contact Us

Profiles Assessment Asia (Pte.) Limited
An Authorized Strategic Business Partner of Profiles International

14 , Robinson Road, #08-01A, Far East Finance,
Singapore 048545
Email: info@profiles.com.sg
Telephone: 65717031
Fax: 63334636

Website: http://www.profiles.com.sg

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Leadership Strategy

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