Are Your Executives Paving the Way for the Next Generation

Posted by Kathi Graham-Leviss on Aug 27, 2020 1:37:12 PM right

Why Leaders Must Begin Developing Leaders

Executive and leadership development has risen to the top of most companies’ priority list over the past decade, with the realization that in the fast-changing, innovation-led business landscape organizations must have exceptional leaders to navigate it. In fact, studies by McKinsey & Company and J.P. Donion have found a close correlation between the skills of a company’s leaders and market performance. However, research by Deloitte and the U.S. Federal Reserve show that return on assets (ROA) and productivity growth – both key measures of leadership success – have shown a steady decline since the 1960s.

This exposes a real challenge facing organizations today – implementing effective leadership development to build stronger capabilities. This issue is particularly urgent given the youngest of the Baby Boomer leaders will turn 61 this year, raising the importance of replacing the departure of these older leaders. As a result, organizations are realizing that if they don’t start to prepare next generation leaders for future roles now, they will face an uphill battle filling them in the future. In short, top executives will need to aggressively find ways for leaders to develop leaders.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

Developing Healthcare Leaders

Posted by Kathi Graham-Leviss on Aug 27, 2020 10:53:44 AM right

While the nursing and physician shortage has been well-documented and widely-discussed, there is a far more challenging aspect of healthcare talent management today – attaining a deep pipeline of executive-ready talent equipped to lead amid a complex and chaotic healthcare industry. In fact, strong leadership is arguably the single most important driver of overall organizational performance, and well-constructed talent management and succession planning remain critical to developing a deep bench of strong leaders. 

Facing unprecedented pressure to navigate new laws, regulations, care coordination and payment models, new leadership styles need to be implemented to effectively lead and manage in the new paradigm. Simply said, healthcare organizations need to simultaneously address an impending shortage of leader-ready talent while developing the competencies and behaviors of existing leaders to match the requirements of an ever-evolving landscape.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

The New Age of Leadership

Posted by Kathi Graham-Leviss on Aug 27, 2020 1:12:04 AM right

Companies are continuing to abandon top-down, formal reporting hierarchies and silo-based organizational models in favor of flatter, team-based structures as a means of adjusting to new demands for innovation and growth. In fact, 38% of all companies have moved away from traditional functional structures towards dynamic networks of teams, according to a recent Deloitte study

The adoption of new organizational models alongside the growing cohort of Millennials in the workplace is making waves across the enterprise, driving changes in job roles and responsibilities, reshaping how goals are set and people rewarded, and altering the role of leaders – namely driving a need for more and different leadership skills at all levels of the organization.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

Leading in an Ever-Evolving Healthcare Industry

Posted by Kathi Graham-Leviss on Aug 27, 2020 12:41:36 AM right

Leading Courageously and Bringing Others Along

Optimizing leadership skills and building a deep pipeline of executive-ready talent is more critical than ever, given a fast-and-ever-evolving healthcare environment. With the introduction of new laws, regulations, care coordination, and payment models, new leadership styles need to be implemented to effectively lead and manage in the new paradigm. However, alongside the need for modern leadership competencies is the need to address an impending talent shortage of leader ready talent. In fact, executive turnover is expected to increase due to a high number of leaders eligible for retirement, combined with a shortage of senior leader ready talent.

To survive, and thrive, healthcare organizations must take advantage of all its institutional talent. Yet, this can only be achieved if leaders widely embrace the need to address the issue of leadership development. Healthcare organizations, like many, are slow to invest resources to identify and develop next generation talent. This is problematic in light of our research that shows a significant gap between what directors do well and what is needed to be a successful executive. This is a classic case of "what got you here, won't get you there".

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Topics: talent integration, Coaching and Training, talent development

The Key to Building a Coaching Culture

Posted by Kathi Graham-Leviss on Aug 17, 2020 4:56:49 PM right

When organizations invest in leadership coaching, they make giant strides in building a culture of coaching throughout the company. One of the many beneficial outcomes for leaders who engage with coaches is that they are encouraged to use and transfer their learned skills to their peers and direct reports throughout the organization – creating a coaching culture that can be a game changer in the way people work together and perform. 

A study by the Human Capital Institute and International Coach Federation found organizations with strong coaching cultures report revenue growth well above their industry peer group (51% compared to only 38%) and significantly higher engagement (62% compared to 50%). And, organizations with robust coaching cultures are over 60% more likely to have senior leaders engaged with coaching.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

Why Executive Coaching Is a Critical Part of the Leadership Journey

Posted by Kathi Graham-Leviss on Aug 17, 2020 4:49:45 PM right

We are living in uncertain times. While we may not know how long this new normal will last or what the world will look like when it’s over, the one thing we do know is that the organizations that evolve, adapt, and turn obstacles into opportunity will be the ones who thrive. We also know that leadership is a differentiator and that the leadership development journey should never stop. 

Now, more than ever, it is crucial for organizations to invest in coaching for their executives and high-potential leaders in critical roles. In times of rapid change or disruption, the responsibilities and duties of executives become even more challenging. But, through these unstable, uncertain, and complex times, inspiring leaders are needed the most. Meanwhile, high-level leaders often find they have few trusted sounding boards given their unique pressures and often confidential challenges.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

What's Missing From Today's Executive Onboarding Program

Posted by Kathi Graham-Leviss on Aug 17, 2020 4:40:26 PM right

According to a new global study, the majority of U.S. executives received no formal workplace onboarding in their most recent roles. Furthermore, when it comes to grading onboarding experiences on a scale of 1 to 100, executives in the U.S. rate theirs as mediocre with an average score of 59.

After investing heavily in recruiting and hiring a new member of an executive team, many organizations fail to maximize that investment when ineffective onboarding leads to dissatisfaction, poor performance or turnover. In fact, almost 60% of executives report it took them six months – and close to 20% said it took more than nine months – to have a full impact in their new roles.

While you can’t control every aspect that factors into an executives’ performance and longevity in a role, implementing a robust, data-driven onboarding program can greatly improve your odds. Considering executive failures can cost up to 40 times the base salary of leaders, which can translate to a multi-million-dollar mistake, HR leaders can’t afford to ignore the critical necessity for effective onboarding.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

Two Critical Factors in the Effective Use of Talent Assessments

Posted by Kathi Graham-Leviss on Jan 15, 2020 2:55:56 PM right

More and more of the world’s leading organizations are utilizing talent assessments to better inform hiring decisions and drive more effective employee development. In fact, 82% of companies are using some form of skill assessment tests today. There is little doubt that the use of talent assessments in the hiring and development process will continue to grow, particularly given the recruitment challenges in today’s market and the import of finding best fit hires.

As HR leaders look to these vital tools to improve their HR process, there are two critical considerations when choosing and implementing a talent assessment solution.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

Has Your Hiring Strategy Evolved?

Posted by Kathi Graham-Leviss on Jan 3, 2020 11:51:31 AM right

As we work through the new normal, what better time to evolve your hiring practices and strategy to meet the new requirements of our virtual world? Hiring the right candidate for open positions have never been more critical. Yet, most aren't doing as good of a job hiring the right candidates the first time.

Companies that continue to rely on resumes as the primary hiring tool will likely continue to struggle with effective hiring and retention. While candidate resumes provide the fundamentals such as, previous work history, education or technical skills, they fall short in assessing a vital factor in hiring successful employees in today's marketplace - their soft skills and cultural fit.

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Topics: assessments, competency assessments, talent integration, Talent Assessments, hiring, Performance Management

Mentoring Matters: How to Get Started

Posted by Kathi Graham-Leviss on Dec 11, 2019 8:00:00 AM right

Almost every successful professional has had a trusted mentor to help them chart a new course for their career, to guide and inspire them. For individuals, studies show that good mentoring can lead to greater career success, including promotions, raises and increased opportunities.

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Topics: talent integration, high-performers, Coaching and Training, Performance Management, Mentoring

Give and You Shall Receive, or Will You? The Art of Receiving Feedback

Posted by Kathi Graham-Leviss on Dec 3, 2019 1:21:14 PM right

Famous author Ken Blanchard says, “Feedback is the breakfast of champions,” but the value of feedback is only realized if the person on the receiving end truly acknowledges what is shared. Often, business and HR leaders focus heavily on the ways in which they can effectively provide feedback to others, which is certainly an important component of performance development. However, the second part of the equation – the ability to effectively receive that feedback – is very often overlooked.

Arguably, the ability to take feedback to heart is even more difficult than the art of delivering it. Why? Because inherent in receiving feedback are several “personal” triggers that can influence how each of us perceives feedback, particularly in the workplace. And, many of us are triggered to ignore, become defensive or even anger at the hint of criticism or constructive feedback due to the way in which the person communicates or behaves when providing the feedback. 

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Topics: talent integration, Performance Management, Performance Review

Applying HR Analytics: Taking Small Steps To Reap Big Benefits

Posted by Kathi Graham-Leviss on Nov 19, 2019 12:07:09 PM right

The idea of “data,” “analytics,” and “automation” often set off a whirlwind of emotions among HR leaders – from excitement of new possibilities to confusion and angst over how or where to leverage them. However, these trends simply can’t be ignored given that workforce analytics will be more widely adopted to help optimize workforces, develop employee performance metrics, reduce operational costs and stimulate market growth. The key to understanding and leveraging the many benefits of the data evolution is to evaluate potential areas across the employment lifecycle where it makes operational and financial sense to embed meaningful analytics.

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Topics: talent integration, HR Analytics