The document discusses achieving return on investment from leadership development investments. It recommends identifying the potential and competencies of top performers to create a leadership profile, then assessing all leaders and developing individualized plans to close competency gaps. Regular reviews are advised as business needs change rapidly. The overall approach aims to consciously manage leadership to maximize ROI.
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Achieving ROI On Leadership Investment John Bradford
1. Achieving ROI on your Leadership investment Presented by: John F. Bradford Senior Vice President Consulting Services Profiles International, Inc. [email_address] 254-399-5551
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5. . ‘ Low Producers’ 16% 48% less than average ‘ Superior Producers’ 16% 48% more than average ‘ Average Producers’ 68%
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7. Mortgage Bank Leadership Team – 360 Assessed Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Great leaders generate higher net income -$1.2M $2.4M $4.5M -2 -1 0 1 2 3 4 5 Net Income (millions) Least Effective 10% Middle 80% Most Effective 10%
8. Statistics from The Extraordinary Leader, by Jack Zenger and Joe Folkman Inspirational leaders make a remarkable difference Average leaders have average impact Poor leaders cause disengagement & ‘mental turnover’ Leadership Effectiveness Impacts Employee Engagement Leadership Effectiveness Employee Engagement
21. Unless you manage both potential AND competency you include hope as an element in your strategy
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26. Predicting Performance The example’s on the following slides were generated from the ProfileXT. The Profile XT is the most technologically advanced, state-of-the-art system available today for measuring human potential and predicting job performance .
32. Know with total clarity what Potential is essential for leadership success in your organization – and hire / develop to produce it
33. Predicting Performance The example’s on the following slides were generated from the ProfileXT. The Profile XT is the most technologically advanced, state-of-the-art system available today for measuring human potential and predicting job performance . To learn more please contact: John Bradford, Senior Vice President Profiles International, Inc. [email_address] Phone: 254-399-5551
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35. You must know your managers and their competencies… … inside out
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38. 15 minute to look inside your leadership capabilities… Anonymous & Confidential Anonymous & Confidential
39. Measuring Competencies The example’s on the following slides were generated from the Checkpoint 360 survey. The Profiles CheckPoint Management System is a powerful three-part solution for management and leadership skills.
40. How do my manager-leaders rate on critical competences?
41. How do my manager-leaders rate on critical competences?
42. What are their ‘Talents’ – and my particular ‘Focus’ areas?
43. What are their ‘Talents’ – and my particular ‘Focus’ areas?
48. Measuring Competencies The example’s on the following slides were generated from the Checkpoint 360 survey. The Profiles CheckPoint Management System is a powerful three-part solution for management and leadership skills To learn more please contact: John Bradford, Senior Vice President Profiles International, Inc. [email_address] Phone: 254-399-5551
55. “ Sure, the lion is king of the jungle, but airdrop him into Antarctica, and he's just a penguin's bitch” Dennis Miller
56. Results we Require? Potential to achieve these results? Competency to achieve these results Action! Identify, Plan, Develop
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63. If you keep doing what you’re doing… You’ll keep getting what you’re getting
64. Gratuitous Plug To learn how we can help you “Achieve ROI on your Leadership Investment “ please contact: John Bradford, Senior Vice President Senior Vice President Consulting Services Profiles International, Inc. [email_address] Phone: 254-399-5551