Scribd
Upload
107 views

Turning Potential Into Success

Most leadership development programs are ineffective, with only 24% of senior executives considering them successful. To more effectively develop leaders, companies should identify the key competencies needed for top roles, assess employees' potential based on predictors of strong performance, and map individuals' potential to role requirements. They should then provide targeted coaching and development opportunities to help employees fulfill their potential.

Uploaded by

jaberalislam
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
107 views

Turning Potential Into Success

Most leadership development programs are ineffective, with only 24% of senior executives considering them successful. To more effectively develop leaders, companies should identify the key competencies needed for top roles, assess employees' potential based on predictors of strong performance, and map individuals' potential to role requirements. They should then provide targeted coaching and development opportunities to help employees fulfill their potential.

Uploaded by

jaberalislam
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 1

4.

Turning Potential into Success: The Missing Link in Leadership


Development

Most leadership development programs aren’t working. Only 24% of senior


executives at firms that have them consider them to be a success.

Companies must take a more scientific approach to turning their raw talent into
leaders, say three authors from Egon Zehnder, which has been measuring executive
potential for 30 years. Begin by identifying which of seven key leadership
competencies (results orientation, strategic orientation, collaboration and influence,
team leadership, developing organizational capabilities, change leadership, and
market understanding) are critical to your top roles. Next, assess employees’
potential by looking at five predictors of strong competencies (motivation,
curiosity, insight, engagement, and determination) and then map people’s potential
to role requirements to see how far they can go. Last, to help them get there;
provide the right coaching and development opportunities.

You might also like