The unsung heroes of logistics
|
|
- Colleen Conley
- 6 years ago
- Views:
Transcription
1 Executive Outlook The unsung heroes of logistics Cultivate great division or region presidents from within Developing future executives internally presents a host of advantages for logistics and transportation services companies. By using the right metrics to assess highpotentials, assessing them against success profiles calibrated to the role and industry, and targeting their career development, LTS companies can build a reliable pipeline of talent leading to the division or region president role. One of the secrets of success for leading logistics companies is hidden in plain sight: high-performing division and region leaders. These unsung heroes may attract little notice at times, but they can make the difference between greatness and mediocrity for multi-division or multi-region providers of logistics and transportation services (LTS). The best of these leaders possess a rare combination of leadership style and specific mission-critical competencies that enable them to excel in an increasingly complex logistics environment. These leaders are in short supply, however, so the most sustainable strategy for securing them is to develop them from within the organization. First, however, they must be accurately identified. Historically, heads of business units and region presidents in logistics companies have been expected to deliver in operations to make the many moving parts in any given service or geography work efficiently and cost effectively. Today, they must still be strong operators, but much more is required of them in the face of social and business trends that are transforming the industry, including: Increased customer demand for real-time services, interactive analytics, greater global scope, customized offerings, integrated services, convenience, and environmental consciousness Increased regulation around the world requiring greater supply chain safety, transparency, and compliance Shifting trade demand and resource availability as well as changing sourcing strategies among logistics customers, posing new challenges in network and facility strategy Continuing urbanization and infrastructure congestion New technologies including cloud computing, mobile applications for logistics, automation, and possibly even unmanned aerial vehicles The emergence of Big Data and data analytics of unprecedented sophistication Need for diversity and inclusion across organizations to meet changing global demands 1
2 The increased complexity that these trends bring now requires division and region leaders to be problem solvers and strategic trailblazers. They must build an organization that is flexible, innovative, and highly responsive to the global market. And they must be able to interact more effectively than ever with customers, regulators, governments, and other stakeholders. At the same time, they must possess some long-familiar attributes. First and foremost, they need industry knowledge, which includes familiarity not only with complex supply chain challenges but also with a complex competitive landscape. That landscape encompasses a handful of big players, continuing strategic consolidation, and numerous smaller players that can provide specialized expertise, cost efficiencies, and personalized offerings. Second, they have to be able to operate effectively in a matrixed organization. Division and region leaders usually report directly to either a CEO or COO, but have 360-degree dotted lines in their reporting structure, which requires the ability to handle ambiguity as well as take accountability. In addition, in a shared services structure, the division and region leaders must be able to influence functions such as sales, marketing, and finance, over which they may have no direct control, although they may be under intense pressure to pursue growth. Finally, wielding influence successfully also requires fluency in company culture the unspoken way things are done so cultural fit is essential. Division and region leaders who combine these familiar attributes with the ability to meet the new challenges of the industry can add significant value. What should LTS companies do to ensure that they have real difference makers in these critical roles? They must first learn to recognize what best in class looks like in terms of decision-making styles and missioncritical competencies. They will then be ready to answer the all-important talent question: should these top performers be sought from outside the company or developed from inside? Assessing leaders inside and out Using psychometric assessments that have been widely validated, it is possible to gauge an executive s fit for a particular role. Leadership assessments can accurately measure the skill level and particular behavioral patterns for instance how an executive delegates responsibility, solicits ideas, approaches information gathering and processing, and arrives at decisions. It is also helpful to look at personal dispositions, such as temperament, empathy, and understanding. However, any habit or behavior, if taken too far, can be counterproductive. For example, conscientiousness in information gathering prior to a decision can become indecisiveness. 2
3 Because nearly any trait can undermine a leader s effectiveness when carried too far, the key lies in assessing the degree to which a leader exhibits certain traits. Once an executive has completed an assessment, the results can be compared with a statistically validated best-in-class profile the top 20% of performers in a particular role. Among the types of characteristics that can be examined, some of the most important for best-in-class division or region leaders: Leadership styles. How an individual gathers input, presents ideas, and mobilizes people, whether they are employees, suppliers, customers, or community members. These encompass externally visible aspects of decision-making, influencing or motivating others, or presenting to an audience. Outstanding performers among division and region heads is characterized by propensity to: Listen actively Remain receptive to others ideas Tactfully express views Respond to customer needs Resolve conflict Foster teamwork Build consensus These habits and behaviors present a picture of a leader who is highly responsive to other people and takes considerable care when making decisions to move everyone forward together. That style is critical in highly matrixed organizations, in which a division or region leader s success usually depends on the ability to influence people especially at the corporate level over whom the leader has no direct authority. However, leaders who have these traits to an exaggerated degree may be too interpersonally involved to give tough feedback. They may also wait for consensus that does not materialize, slowing down decision making. In addition, their desire for consensus and their constant soliciting of others views can be seen as a lack of conviction or focus. Thinking style. These traits home in on how executives behave when focused solely on the task or subject at hand not interpersonal demands such as when they are alone or with a small group of trusted individuals. Outstanding division and region heads exhibit a pronounced ability to: Analyze complex data thoroughly Project strategic vision Formulate detailed plans Identify new opportunities Think creatively and intuitively 3
4 The best in class can summon the vision required for breakthrough strategies and construct a workable tactical plan line by line. However, exaggerated emphasis on the analytical can lead to analysis paralysis, resulting in missed deadlines. Conversely, overreliance on intuition can result in missed opportunities because others ideas have been dismissed on little more than the leader s gut feel. Interpersonal style. The capacity to interact with others and deal effectively with emotionally laden situations is vital if a leader is to drive the agenda for the organization. Among top performing division and region heads, the characteristic temperament is someone who will: Maintain the self-assurance necessary to take on the challenges of the role Make tough decisions comfortably Tolerate ambiguity and unanticipated change Resist giving up or becoming discouraged, unmotivated, or mentally tired Exercise good insight into people and understand their behaviors Share credit with others These leaders possess the confidence and tenacity to take their organizations forward even when they face stiff headwinds. They are cool under fire, making tough calls deliberately and calmly. And their understanding of the behavior of others and their willingness to share credit often inspires the leaders people to follow enthusiastically. On the downside, the self-assured leader could be perceived as having an overly optimistic attitude. The ease with which tough decisions are made could be seen as arrogance. Comfort with ambiguity and uncertainty could be seen as a willingness to take risks too readily. And deep insight into people could result in making exceptions for those who perform poorly. Because nearly any trait can undermine a leader s effectiveness when carried too far, simply determining whether someone has particular traits is insufficient. The key lies in assessing the degree to which a leader exhibits those traits. Assessment therefore requires experience, skill, and the ability to recognize nuances of behavior and make accurate distinctions among people who might appear to be alike. Unacknowledged differences in degree can ultimately translate into big differences in cultural fit and performance. 4
5 Top performing leaders understand what competencies are required in particular roles, enabling them to deploy people for maximum advantage. Completing the leader s profile: three mission-critical competencies In addition to an analysis of leadership characteristics, success profiles for specific industries and contexts also should include mission-critical competencies that is, business-specific skills, abilities, talents. Competencies round out the picture of a top performing division or region head in LTS and greatly multiplies the power to predict whether an individual will succeed in that role. Among many central competencies for LTS division or region heads, three stand out: Making complex decisions. Given the nature and magnitude of the trends transforming LTS, leaders will be increasingly confronted with complex decisions about strategy, technology, and people. A number of LTS businesses, such as XPO and Roadrunner, are faced with myriad challenges integrating new business lines and often very different culture together quickly to drive the value of the purchase prices in this market. These leaders make the difference between success and failure of these acquisitions. Often, they must consider macro issues including geopolitical forces, regulation, risk, and many other factors in making a decision. Top performers can solve even the toughest and most complex of these problems. They excel at gleaning meaning from whatever data are available and at getting up to speed on the new and different. They use multiple problem-solving tools and techniques, and they are also able to bring to bear their personal wisdom and experience to arrive at the best solution, given the situation. Evaluating and deploying people accurately. Asset-intensive or asset-light LTS enterprises depend on people to deliver success. Top performers possess an acute ability to read people accurately and to diagnose their strengths, weaknesses, and potential. These leaders also understand what competencies are required in particular roles, enabling them to deploy people for maximum advantage. 5
6 Managing diverse relationships. Diverse relationships are the hallmark of LTS. Division and region heads must be able to maintain fruitful relationships with corporate leaders, employees, customers, governments, and regulators. They must also embrace diversity of styles, types, classes, nationalities, and gender not only treating differences fairly and equitably but also harnessing the business power of diversity. Top performers build diverse networks and they are quick to find common ground with other interested parties. And, in their highly customer-centric industry, where responsiveness is not only expected but demanded, they treat everyone as a preferred customer. Make or buy? Ensuring the supply of top talent Not surprisingly, best-in-class leaders who possess the mission-critical competences for LTS are hard to find. Because they are in short supply and can create significant value, recruiting them from outside the company can be expensive. Further, leaders in the industry who have proven themselves in the role are often reluctant to move to an unfamiliar company. Even if they were willing to move, the distinctive cultural differences between companies within the industry could impede their progress at the outset of their tenure and eventually derail them. Looking outside the industry can be even riskier, given the time required for a newcomer to learn the enormously complex LTS world and adapt to an LTS company culture. A far less risky or costly approach lies in the early identification and careful development of internal candidates. Internal development can ensure that candidates, by the time they assume the role of division or region head, have a sure grasp of the culture, a thorough knowledge of the industry, and the tools they need to succeed. In addition, their power to generate value will be multiplied by the networks of relationships they have built internally during their time with the company. Cultivating internal candidates who could become division or region presidents begins with four steps: Identify high potentials through learning agility. Many organizations conduct programs for high potentials up and coming young executives who show great promise for the future. In identifying these promising people, however, organizations often use inappropriate criteria IQ, current performance, or other measures that have been shown to have poor predictive power for future success. Decades of research indicate that learning agility provides a far more accurate indicator of potential. Learning agility is the ability and willingness to learn from experience and then apply that learning to perform well in first-time or new situations. 6
7 People who score well on assessments of learning agility use failures, successes, and feedback to form rules of thumb, models, maps, paradigms, or templates and they apply their learning effectively in other, quite different situations. They learn faster, not because they are more intelligent, but because they possess more effective learning skills and strategies. Assess high potentials for leadership readiness and competencies. Once high potentials have been accurately identified, they can then be assessed for their degree of match to the competencies that are mission critical for division and region leaders in LTS organizations. Such assessment should uncover strengths, which some high potentials may already have in abundance, and weaknesses that can be addressed. Create a development road map. Results from assessment can be used to design the most efficient and effective development program for individuals who show the most promise of one day rising to a division or region leadership role. Areas of existing strength can be quickly dealt with while weaknesses are given greater attention. The development plan should include targeted job assignments that build mission-critical competences, leadership coaching and mentoring, rotations through functions like sales, and immersion in specific business issues such as P&L management, strategy development, external relations that provide the depth and breadth of experience required in a division or region leader. Use ongoing assessment. Candidates should be reassessed annually in order to gauge their progress toward the division or region president success profile, to make adjustments in their development plan, and to determine their readiness for promotion. This reassessment should not be the standard annual performance review, which is often merely a pro forma exercise, but an objective, in-depth, science-based determination of the individual s progress toward one of the most critical roles in the organization. Conclusion Today, more than ever, LTS organizations need division and region leaders who can profitably grow the business in an environment in which nothing stands still: technology, customers, or opportunity. Success as a division or region president requires the personal and external style of leadership in the right degree, indispensable problem-solving and complexity-wrangling competencies, and a deeply embedded learning agility. Those requirements can not only be assessed at all levels of hiring and promotion, they can be cultivated in high-potential executives. Companies that cultivate the right competencies can ensure a strong and reliable supply of some of the biggest difference makers in the industry. 7
8 About the author Neil Collins is a Senior Client Partner at Korn Ferry and the Global Sector Leader for the firm s Logistics & Transportation Services Practice. He is based in Atlanta neil.collins@kornferry.com About Korn Ferry At Korn Ferry, we design, build, attract and ignite talent. Since our inception, clients have trusted us to help recruit world-class leadership. Today, we are a single source for leadership and talent consulting services to empower businesses and leaders to reach their goals. Our solutions range from executive recruitment and leadership development programs, to enterprise learning, succession planning and recruitment process outsourcing (RPO). About The Korn Ferry Institute The Korn Ferry Institute, our research and analytics arm, was established to share intelligence and expert points of view on talent and leadership. Through studies, books and a quarterly magazine, Briefings, we aim to increase understanding of how strategic talent decisions contribute to competitive advantage, growth and success. Visit for more information on Korn Ferry, and for articles, research and insights The Korn Ferry Institute 8
Executive Recruitment
Executive Recruitment Design Build Attract No margin for error. The most powerful business decision you will ever make is selecting the executives you hire. There are thousands of executive candidates
More informationExecutive Outlook. No more flameouts. Lower the volatility of executive transitions with the help of an expert.
Executive Outlook No more flameouts Lower the volatility of executive transitions with the help of an expert. www.kornferryinstitute.com 1 Introduction If you hired 50 executives, what percentage would
More informationWhen it comes to competing for the CFO position, controllers. Navigating the Uncertain Road from CONTROLLER to CFO: The Leadership Imperative
KORN/FERRY INTERNATIONAL Navigating the Uncertain Road from CONTROLLER to CFO: The Leadership Imperative By Charles B. Eldridge and Kenneth R. Brousseau, Ph.D. As organizations of all sizes struggle to
More informationICMA PRACTICES FOR EFFECTIVE LOCAL GOVERNMENT LEADERSHIP Approved by the ICMA Executive Board June 2017; effective November 2017
Reorganization The Credentialing Advisory Board proposed, and the Leadership Advisory and Executive Boards agreed, that the ICMA Practices should be organized as a narrative rather than a list. The following
More informationExpert Report for Prof David Hall. Professional. Styles
Expert Report for Prof David Hall Professional Styles Contents Introduction to Assessment Report... 3 Executive Summary Profile... 4 Psychometric Profile Overview... 5 Psychometric Profile - Thought Cluster...
More informationKorn Ferry Executive to Leader Institute. Accelerating development for senior executives and enterprise leaders.
Korn Ferry Executive to Leader Institute Accelerating development for senior executives and enterprise leaders. Are your senior leaders ready for enterprise leadership? The transition from executive to
More informationPrecision talent intelligence The definitive
Precision talent intelligence The definitive four dimensions of leadership and talent. www.kornferryinstitute.com Introduction Businesses track and value their assets with precision. They can account for
More informationCareer opportunity: Executive Vice President and General Manager, Worldwide - Wolters Kluwer Finance, Risk and Regulatory Reporting (FRR) - London
Career opportunity: Executive Vice President and General Manager, Worldwide - Wolters Kluwer Finance, Risk and Regulatory Reporting (FRR) - London About Wolters Kluwer Financial Services Wolters Kluwer
More informationCGMA Competency Framework
CGMA Competency Framework Leadership skills CGMA Competency Framework 1 Leadership skills : This requires a basic understanding of the business structures, operations and financial performance, and includes
More informationThe power of EI: The soft skills the sharpest leaders use. Comparisons across data from Korn Ferry Hay Group leadership and employee surveys
The power of EI: The soft skills the sharpest leaders use Comparisons across data from Korn Ferry Hay Group leadership and employee surveys What s emotional intelligence got to do with leadership? Organizations
More informationWhat skills and abilities does it really take to succeed as a Senior Human Resource Professional today?
SCROLL DOWN What skills and abilities does it really take to succeed as a Senior Human Resource Professional today? Executive Summary Report of a Survey of Senior HR Generalists Prepared by: DISCOVERY
More informationBuilding and Leading Teams BUILDING EFFECTIVE TEAMS COMPETENCY MAP. SLP Level 1 workshop competencies mapped to SLP2 Leadership Advantage tracks
Building and Leading Teams Work/Life Balance Career Development Problem Solving and Decision Making Setting and Priorities Leader as Motivator WORK/LIFE BALANCE BUILDING EFFECTIVE TEAMS SELFKNOWLEDGE Upward
More informationPart 2: Improving talent acquisition through alignment, strategy, technology, and partnerships.
The Talent Forecast Part 2: Improving talent acquisition through alignment, strategy, technology, and partnerships. A global study to uncover what today's talent acquisition leaders can tell us about tomorrow's
More informationEQ Competencies Assessment
EQ Competencies Assessment The research validates that what separates superior leaders from average leaders is Emotional Intelligence (EQ). When measuring IQ, Technical Expertise and EQ, the results validated
More informationManagement of the business outcomes of the Design Centre to aligned to the Australia business plan.
Position: General Manager Design Centre Australia Career progression level: 8/9 (TBC) Location Reports to: Australia Managing Director Geography Purpose Development of Geography Design Centre Business
More informationgetting the most out of the middle thought paper
thought paper getting the most out of the middle Why your middle and frontline managers are more important than ever - and how to make sure they succeed 03 introduction 04 what's changed and why 05 a shift
More informationProfile Comparison Top-Leader
Limbic Personality GmbH Profile Comparison Top-Leader Peter Mustermann Presented by The Limbic Personality Profile Comparison for Top Leaders There are a lot of leaders in the market but only those with
More informationGovernance and decision rights. HR Business Partner and Centers of Expertise. The HR Chief Operating Officer. HR Organization
5 HR Business Partner and Centers of Expertise 6 Governance and decision rights HR Organization 4 The HR Chief Operating Officer 5 HR Business Partners and Centers of Expertise HR is at a turning point.
More informationDeveloped and engaged staff. Individualized career paths. Alternative leadership routes. Diverse workforce
FIRM inmotion A PCPS e-toolkit: Transition Continuum and Checklist Transitioning to a high-performing firm of the future doesn t have to be an overwhelming ordeal. In fact, chances are good that your practice
More informationAchieving Results Through Genuine Leadership
Achieving Results Through Genuine Leadership T R A I N I N G Facing tough issues and aggressive goals, top organizations win by preparing genuine leaders who live out the mission and values of the organization.
More informationCELONA APRIL BARCELONA APRIL BARCELONA APRIL 200. Principles of action. Principles of action
CELONA APRIL 2003...BARCELONA APRIL 2003...BARCELONA APRIL 200 Principles of action Principles of action LONA APRIL 2003...BARCELONA APRIL 2003...BARCELONA APRIL 2003. ..BARCELONA APRIL 2003...BARCELONA
More informationClassified Employee Performance Rubric
Classified Employee Performance Rubric Revised: July 16, 2013 This rubric is to be used as a guide to determine performance levels. If comments are used from this rubric on the evaluation form then you
More informationEthics & Compliance Professional Competency Model
Ethics & Compliance Professional Competency Model Update and Outlook Eva Gardyan-Eisenlohr, Andy Gascard, Katalin Pungor, Tamara Tubin, Sue Egan Relevant and preferred competencies of a compliance professional
More informationManager, Supervisor & CEMA Skill Set Model County of Santa Clara
Leads Innovation Leadership Styles Manages Change Models Integrity, Trust & Transparency Strategic Thinking and Planning Manager, Supervisor & CEMA Skill Set Model County of Santa Clara Conflict Management
More informationPresident and Chief Executive Officer Seattle, Washington
President and Chief Executive Officer Seattle, Washington EXECUTIVE SUMMARY Group Health Foundation, a new, groundbreaking 501(c)(4) philanthropic organization committed to shaping and advancing the work
More informationBuilding a Culture for Success
Building a Culture for Success A guide for staff at the University of Nottingham on our expectations and behaviours for success If you have any questions, please contact the HR Department: t: +44 (0)115
More informationEMCC Ireland. Accelerating & Sustaining Leadership Power: Developing a Culture of Coaching
EMCC Ireland Accelerating & Sustaining Leadership Power: Developing a Culture of Coaching Agenda Opening Paula King Welcome and Introduction Ryan Shanks Accelerating & Sustaining Leadership Power: Developing
More informationPerformance Leader Navigator Individual Feedback Report For: Chris Anderson
For: Chris Anderson Finding your way in today's world of work Copyright ã 2007, 2008 Wilson Learning Worldwide Inc. This report includes ratings from: Self 1 Manager 1 Direct Report 5 Peer 3 Customer 4
More informationPERSONAL COMMUNICATION STYLES INVENTORY
PERSONAL COMMUNICATION STYLES INVENTORY Directing Style Personal Style Summary Strengths *Fast paced, quick thinker *Focused on action to achieve results *Does what is necessary to succeed *Fast decision
More informationHafan Cymru Job Description
Job title Grade / Salary Scale Location Contract hours Working Pattern Responsible to Responsible for (staff / finance / Service Users /Customers Job Purpose Competency and Level required Project Manager
More informationCreating Breakthrough Leaders today for a dynamic tomorrow
Creating Breakthrough Leaders today for a dynamic tomorrow New Zealand Global Women Breakthrough Leaders Programme Haere mai Welcome Image credits Hobbiton Waikato by Alistair Guthrie 03 Global Women is
More informationWales Millennium Centre Behavioral Competencies Framework 1
Wales Millennium Centre Behavioural Competencies Framework Be Reflective Ensuring we understand who our customers are Taking time to listen to customers Proactively engaging with customers to find out
More informationCore Competencies and Behavioral Indicators
COMMUNICATION Shares and receives information using clear oral, written and interpersonal communication skills.. Demonstrates effective written and oral communication skills.. Actively listens, provides
More informationPrepared for: Joe Sample 2/2/15
Leadership Potential Inventory Report Prepared for: Joe Sample 2/2/ Introduction Your Leadership Potential Inventory Report collects feedback about your behavior and performance from you and your supervisor.
More informationSAMPLE CANDIDATE WRITE-UP. SEARCH: Vice President of Engineering CLIENT: Computer Networks Company
SAMPLE CANDIDATE WRITE-UP SEARCH: Vice President of Engineering CLIENT: Computer Networks Company CANDIDATE'S RESPONSE TO THE POSITION'S PERFORMANCE OBJECTIVES: 1. Assessment: Conduct an assessment of
More informationACCENTURE & SAP SUCCESS FACTORS INVESTIGATE CAPABILITIES WORKBOOK. Imagine where we will go together...
ACCENTURE & SAP SUCCESS FACTORS INVESTIGATE CAPABILITIES WORKBOOK Imagine where we will go together... Imagine where we will go together... AGENDA TUESDAY APRIL 19TH 12:00 PM Lunch (outside Ali Conference
More informationThe Emotional Competence Framework
The Emotional Competence Self-Awareness Personal Competence Emotional awareness: Recognising one s emotions and their effects. Know which emotions they are feeling and why Realise the links between their
More informationLevel 1 Frontline Staff
Level 1 Frontline Staff Clearly understands own job requirements and how they link to the roles of others Discusses and agrees on individual objectives in line with team goals Consistently behaves fairly
More informationADMINISTRATION PERFORMANCE RATING GUIDE
Analytical Skills: Uses a variety of techniques to analyze Proactive in gathering a large scope of data and identifying impact Identifies issues at the Division or University level with a Consistently
More informationMeasures for success. Assessment of two E s engagement and enablement can give organizations powerful insights on inclusion beyond diversity.
Measures for success Assessment of two E s engagement and enablement can give organizations powerful insights on inclusion beyond diversity. Companies for years measured the diversity of their workforce
More informationTalent Review and Development Process: A Step-by-Step Guide
Talent Review and Development Process: A Step-by-Step Guide Context and introduction Developing leadership in the home office is one of the most important and valuable things you do as an organization.
More informationScripps Core Competencies
Scripps Core Competencies April 2012 Broad Discernment Definition: Applies knowledge and experience to make informed and timely decisions in the best interest of our owners, customers and employees. Balances
More informationAssessment Center Report
Assessment Center Report Candidate Name: Title: Department: Assessment Date: Presented to Company/Department Purpose As of the Assessment Center Service requested by (Company Name) to identify potential
More informationHighways England People Strategy
Highways England People Strategy 1. Accountable Leadership 2. Capable Employees We require positive, proactive and engaging leadership to be demonstrated at all levels of the organisation, through all
More informationPart 3 - Beyond hire: The long-term impact of talent acquisition on an organization.
The Talent Forecast Part 3 - Beyond hire: The long-term impact of talent acquisition on an organization. A global study to uncover what today's talent acquisition leaders can tell us about tomorrow's workplace.
More informationUNLOCKING YOUR DATA POTENTIAL TO ENHANCE DECISION MAKING AND NATIONAL SECURITY
UNLOCKING YOUR DATA POTENTIAL TO ENHANCE DECISION MAKING AND NATIONAL SECURITY Mark Jacobsohn Senior Vice President jacobsohn_mark@bah.com Shelly Davis Principal davis_shelly@bah.com David Forbes Principal
More informationUC Core Competency Model
UC Core Competency Model Developed and Endorsed by: UC Learning and Development Consortium Chief Human Resources Officers Date: May 2011 University of California Staff Employees Core Competencies Communication
More informationBendigo Health Organisational Development. Staff Capability Statement
Bendigo Health Organisational Development Staff Capability Statement 2017 Contents 1. Introduction... 2 2. Purpose... 2 3. Using the Statement... 3 3.1 Using the Statement to support development... 3 3.2
More informationLogistics, technology, and talent
Logistics, technology, and talent How CFOs are using the right people and big data to drive innovation in the logistics industry. www.kornferryinstitute.com 1 Introduction Ask chief financial officers
More informationOPQ Profile. Person Job Match. Selection Report. Name Mr Sample Candidate. Date 18 September
OPQ Profile Person Job Match Selection Report Name Mr Sample Candidate Date 18 September 2013 www.ceb.shl.com EXECUTIVE SUMMARY This report tells you about Mr Sample Candidate s potential fit to the competency
More informationTHE LEADERSHIP ASSESSMENT THAT ILLUMINATES LEADER EFFECTIVENESS
THE LEADERSHIP ASSESSMENT THAT ILLUMINATES LEADER EFFECTIVENESS CONNECTING PATTERNS OF ACTION WITH HABITS OF THOUGHT The Leadership Circle Profile (LCP) is a true breakthrough among 360 degree profiles.
More informationLauren Killion, Sr. Consultant - OE Gretchen Lumsden, Sr. Mgr OD Michele Merkel, Sr. Mgr TM
Lauren Killion, Sr. Consultant - OE Gretchen Lumsden, Sr. Mgr OD Michele Merkel, Sr. Mgr TM Who We Are Largest home improvement retailer in the world #33 on U.S. Fortune 500 2,260 stores 300,000+ associates
More informationWhat are the common and unique Public Service competencies?
ISBN 0-478-24459-2 June 2004 HR Framework: Building capability for public service What are the common and unique Public Service competencies? Competencies are defined as knowledge, skills, attributes and
More informationMGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES
MGM RESORTS INTERNATIONAL LEADERSHIP COMPETENCIES Mission, Vision, Core Values and People Philosophy Our Mission MGM Resorts International is the leader in entertainment and hospitality - a diverse collection
More informationExpert Report Chris Park
Expert Report Chris Park Performance 0 Report for Chris Park Comparison Group: Professionals & Managers (20) Generated on: -Jan-20 Page 2 20 Willis Towers Watson. All rights reserved. Contents Introduction
More informationCOURSE CATALOG. vadoinc.net
COURSE CATALOG 2018 vadoinc.net Welcome Welcome to the Vado 2018 Course Catalog. Vado provides any organization or learner numerous opportunities to build the skills needed to lead and manage others, as
More informationCAMPUS ADVANTAGE INC. Job Description. JOB TITLE: Corporate Intern
CAMPUS ADVANTAGE INC. Job Description JOB TITLE: Corporate Intern Reports To: Director of Employee Engagement & Training Prepared by: ADP TotalSource January 30, 2016 SUMMARY This position is primarily
More informationBUSINESSES DRIVE PERFORMANCE UP WITH KORN FERRY
BUSINESSES DRIVE PERFORMANCE UP WITH KORN FERRY UP IT S WHERE EVERY BUSINESS WANTS TO GO. UP. It s the journey toward a stronger, more sophisticated workforce. It s where you ll develop your future leaders.
More informationJob Description: Operations Manager September 2017
Job Description: Operations Manager September 2017 Title: Operations Manager Reporting to: Executive Director Purpose As a senior member of the Management Team, the Operations Manager is responsible for
More informationOur Corporate Strategy Information & Intelligence
Our Corporate Strategy Information & Intelligence May 2016 UNCLASSIFIED Information & Intelligence: Executive Summary What is our strategic approach for information & intelligence? Our decisions and actions
More informationLeadership Agility Profile: 360 Assessment. Prepared for J. SAMPLE DATE
Prepared for J. SAMPLE About this Report Introduction LEADERSHIP that special quality that enables leaders to achieve extraordinary success. In today's uncertain world the need for leadership is at an
More informationWHITE PAPER WORKFORCE ANALYTICS: The Critical Factor to Improve Your Company s Performance, Profitability and Human Capital Investment
WHITE PAPER WORKFORCE ANALYTICS: The Critical Factor to Improve Your Company s Performance, Profitability and Human Capital Investment DEFINING BEST-IN- CLASS PERFORMERS OUTPERFORM WITH WORKFORCE ANALYTICS
More informationROCKY MOUNTAIN PERFORMANCE EXCELLENCE POSITION DESCRIPTION FOR THE EXECUTIVE/MANAGING DIRECTOR
ROCKY MOUNTAIN PERFORMANCE EXCELLENCE POSITION DESCRIPTION FOR THE EXECUTIVE/MANAGING DIRECTOR ABOUT THE ORGANIZATION: Rocky Mountain Performance Excellence (RMPEx) is a Colorado nonprofit corporation
More informationInformation and Communication Technologies Strategic Plan 2016/ /20
Information and Communication Technologies Strategic Plan 2016/17 2019/20 Foreword Mike Russell Chief Information Officer We must continue providing the infrastructure and vital support systems to keep
More informationRole and Style of the OD Practitioner-Chapter 4. Dr. Bernice R. Kennedy
Role and Style of the OD Practitioner-Chapter 4 Dr. Bernice R. Kennedy Objectives Define the role on OD Practitioner. Identify your strength and areas of improvement as a potential practitioner. Experience
More informationMANAGING VIRTUAL TEAMS. Learn how to use data to drive success in a distributed workforce.
ebook MANAGING VIRTUAL TEAMS Learn how to use data to drive success in a distributed workforce. 1 Managing 2015 The Predictive Virtual Teams Index TABLE of CONTENTS Overview 5 The Rise of the Virtual Workforce
More informationLEADERSHIP POTENTIAL INDICATOR
LEADERSHIP POTENTIAL INDICATOR Personal Report John Smith 2017 MySkillsProfile. All rights reserved. Introduction The (LPI) measures aspects of your leadership style by asking you questions about your
More informationConducting a Recruitment and Selection Process Sample Tools, Templates and Operating Guidelines
Conducting a Recruitment and Selection Process Sample Tools, Templates and Operating Guidelines Prepared by: Carmen Drouin & Associates, January 2015 Prepared for: National Sport Federation Services Canadian
More informationDelivering ILM qualifications to Operations/Departmental Manager Trailblazer Apprenticeship Standards
Delivering ILM qualifications to Operations/Departmental Manager Trailblazer Apprenticeship Standards Mapping the Level 5 ILM Diploma in Principles of Leadership and to the Operations/Departmental Manager
More informationSCU OF HEALTH SCIENCES Job Description. JOB TITLE: Clinical Research Associate
SCU OF HEALTH SCIENCES Job Description JOB TITLE: Clinical Research Associate Reports To: Director of Health Services Research Prepared by: ADP TotalSource December 20, 2017 SUMMARY: This position is primarily
More informationPerformance Assessment Network
Performance Assessment Network Management Development Questionnaire v4 Report Sally Sample Admin Id: Tester Id: ssample Email: sample@titanhr.com Any career or job discussions must be based upon a thorough
More informationOrganizational Change Capacity Questionnaire
Organizational Change Capacity Questionnaire Part 1: Questions Circle one number on each of the following 0 to 10 scales with reference to your organization. 1. We place a strong emphasis on learning and
More informationDirector of Fundraising and Marketing. Job information pack July 2016
Director of Fundraising and Marketing Job information pack July 2016 1 Thank you for your interest in working with Pancreatic Cancer UK I am delighted to know that you are interested in working with us.
More informationAbout Accenture s values
What they do Accenture is a global management consulting, technology services and outsourcing company, with net revenues of nearly US$20 billion. The company employs approximately 170,000 people in 49
More informationTop 10 Competencies Essential to Excellence on the Job (and in Life)
Top 10 Competencies Essential to Excellence on the Job (and in Life) For more than twenty years Sherry Buffington Ph.D., founder of NaviCore International, Inc and the originator of the CORE system, researched
More informationLean Agile People Operations (Agile HR) Your Secret to Enterprise Agility
2015-2016 Just Leading Solutions LLC May be used for Global Scrum Gathering Orlando 2016 Apr-18-2016 Lean Agile People Operations (Agile HR) Your Secret to Enterprise Agility Fabiola Eyholzer @FabiolaEyholzer
More informationMANAGEMENT AND LEADERSHIP QUESTIONNAIRE
MANAGEMENT AND LEADERSHIP QUESTIONNAIRE Personal Report JOHN SMITH 2017 MySkillsProfile. All rights reserved. Introduction The MLQ30 leadership assessment test measures your management and leadership competencies
More informationLEADERSHIP CULTURE SURVEY
LEADERSHIP CULTURE SURVEY THE LEADERSHIP CULTURE SURVEY TM See the whole picture and discover a compelling rationale for change The LEADERSHIP CULTURE SURVEY TM delivers a powerful litmus test of your
More informationTECHNOLOGY VISION FOR SALESFORCE
TECHNOLOGY VISION FOR SALESFORCE 2017 CONTENTS INTRODUCTION 3 AI IS THE NEW UI 5 Experience Above All ECOSYSTEM POWER PLAYS 10 Beyond Platforms DESIGN FOR HUMANS 15 Inspire New Behaviors CONCLUSION 20
More informationNeed a Security Workforce Management Platform?
Need a Security Workforce Management Platform? A guide to understanding the true costs of in-house software development vs. an outsourced platform Need a Security Workforce Management Platform? 1 If you
More informationEmbracing Change. Supporting NHS Staff in the West Midlands through Transition. 2. Supporting Your Team. Coaching and Mentoring Guidance
Embracing Change Supporting NHS Staff in the West Midlands through Transition 2. Supporting Your Team Coaching and Mentoring Guidance Developed by: Using information and materials provided by: NHS West
More informationThis is all echoed in our Māori identity Hikina Whakatutuki which broadly means lifting to make successful.
POSITION DESCRIPTION Position details Position Title Team/Branch/Group Location Senior Policy Advisor By Placement Wellington Date June 2015 Our purpose grow New Zealand for all Our purpose is to grow
More informationThese are, quite simply, the blueprint for why we are successful at ICE. These competencies tell you what I looked for in
FROM THE CEO When I founded ICE in 2000, there were nine of us working around the clock and practically living together. We laughed together, struggled together, learned together and ultimately succeeded
More informationINTERPRETATIVE REPORT
Laura Borgogni, Laura Petitta, Silvia Dello Russo, Andrea Mastrorilli INTERPRETATIVE REPORT Name: Gender: Age: Education: Profession: Role: Years worked: People managed: female 30 postgraduate degree (year
More informationHealthcare s New Change-Maker: The CFO
The role of hospital chief financial officer has changed dramatically over the last 50 years. No longer simply responsible for managing the hospital s finances, today s CFO is a change agent, an indispensable
More informationPARTICIPANT REPORT. Legacy Leadership Competency Inventory. HRDQ Sample Report. Legacy Leadership Competency Inventory, Self-Rated Version
HRDQ Sample Report Legacy Leadership Competency Inventory, Self-Rated Version December 2010 PARTICIPANT REPORT Legacy Leadership Competency Inventory Sample Report, 12/7/2010 Table of Contents Introduction
More informationebook Series 10 Ways Coaching Can Help Your Leaders and Organization nextsteppartners.com Next Step Partners. All rights reserved.
10 Ways Coaching Can Help Your Leaders and Organization ebook Series Page 1 . Table of Contents Introduction 1. Help leaders focus on the highest impact work 2. Help leaders deliver on ambitious and high
More informationCASE STUDY HRO TODAY ASSOCIATION CASE STUDY 2014 TALENT ACQUISITION PROGRAMME OF THE YEAR NOMINEES. Talent Acquisition Programme of the
HRO TODAY ASSOCIATION 2014 TALENT ACQUISITION PROGRAMME OF THE YEAR NOMINEES Talent Acquisition Programme of the Year Bristol-Myers Squibb (BMS) and Alexander Mann Solutions EMEA At least three significant
More informationThe 360-Degree Assessment:
WHITE PAPER WHITE PAPER The : A Tool That Can Help Your Organization Maximize Human Potential CPS HR Consulting 241 Lathrop Way Sacramento, CA 95815 t: 916.263.3600 f: 916.263.3520 www.cpshr.us INTRODUCTION
More informationYAVAPAI BIG BROTHERS BIG SISTERS (YBBBS) CHIEF EXECUTIVE OFFICER
POSITION DESCRIPTION YAVAPAI BIG BROTHERS BIG SISTERS (YBBBS) CHIEF EXECUTIVE OFFICER The Board seeks an experienced executive to inspire, lead and strengthen YBBBS as it continues to support our youth
More informationLEADERSHIP PERFORMANCE CRITERIA
LEADERSHIP PERFORMANCE CRITERIA EMPLOYEE RESPONSIBILITIES (leadership) Job Knowledge Demonstrates an understanding and working knowledge of current role, profession, and industry. Has sought out personal
More informationLearning Center Key Message Guide. 3M Company
Learning Center Key Message Guide The purpose of this Guide is to enable Learning Center communicators to achieve their communication objectives by delivery of consistent messaging, linking to 3M and LC
More informationHigh Performance Organization
Kai Laamanen HPO description 1 (6) 15.10.2007 High Performance Organization Leaders of today face ever-increasing complexity in private business and public sector. Innotiimi meets the growing need for
More informationPerformance Management #CIPDPM17
Performance Management Workshop @CIPD_Events #CIPDPM17 Redesigning a Performance Management System that is Aligned with your Organisation s Objectives Bob Blenkinsop, Director, Infinitive Perspective Sean
More informationLeadership Judgement. Introducing: What is it? Why is it important? How do you measure it? How do you assess it? How do you improve it?
Leadership Judgement What is it? Why is it important? How do you measure it? How do you assess it? How do you improve it? Introducing: The Leadership Judgement Indicator The Leadership Judgement Assessor
More informationTEAM REPORT. for Alex Johnson in White Clouds Organization
TEAM REPORT for Alex Johnson in White Clouds Organization INTRODUCTION HIGH5 TEST is a free strengths test enabling individuals and organizations to find out what they are naturally good. This report summarizes
More informationYour Guide to Individual Development Planning
Your Guide to Individual Development Planning Introduction A commitment to continuously learning and developing knowledge and skills that are valued by the University opens the door to career options and
More informationVisionary Leadership. Systems Perspective. Student-Centered Excellence
Core Values and Concepts These beliefs and behaviors are embedded in high-performing organizations. They are the foundation for integrating key performance and operational requirements within a results-oriented
More informationCore Values and Concepts
Core Values and Concepts These beliefs and behaviors are embedded in highperforming organizations. They are the foundation for integrating key performance and operational requirements within a results-oriented
More informationOPPORTUNITY PROFILE Area Vice President (Canada)
www.eriks.ca OPPORTUNITY PROFILE Area Vice President (Canada) ABOUT ERIKS Founded in 1940, ERIKS is a leading international industrial service provider offering a wide range of innovative, high-quality
More information