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Developing Leaders for Today and Tomorrow

Jody L. S. Dietz

February 12, 2013

Rochester Business Alliance

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AGENDA Welcome Objectives Keys to Leadership Development Succession Planning Q&A’s Round Table Discussion

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WELCOME Who am I?

As a personAs a professional

Today’s Session

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OBJECTIVES Share keys to leadership development Explore succession planning Respond to questions Engage in open discussion of best

practices

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KEYS TO LEADERSHIP DEVELOPMENT

Establish a leadership development strategy Align with Business Strategy Key component of the HR Strategy Be clear about your priorities Focus on a few initiatives Communicate, Communicate,

Communicate

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KEYS TO LEADERSHIP DEVELOPMENT

Create a leadership competency model Identify the core competencies Include capabilities that are essential to

your organization Combination of business and

interpersonal skills Don’t need to spend a lot of $ on

consultants (e.g.: high performers) Keep it simple

Business Leadership

People Leadership

Self Leadership

SAMPLE: CORE COMPETENCIES FOR BUSINESS LEADERS

• Develop and motivate diverse team

• Aligns people around shared vision

• Embraces and Leads Change• Establishes and

communicates clear goals

Managing Relationships

People Leadership Self LeadershipBusiness Leadership

Business Acumen

Industry Specific Knowledge

Technology

Operations Management

Strategy Resilience

Winning Spirit

Emotional Maturity

Company Values

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• Giving and receivingfeedback

• Coaching• Listening • Constructive debate• Authenticity• Credibility

• Functional interdependencies

• Profitability• P&L Management

• Analytical Thinking• Risk Assessment• New Business Development

• Innovation• Social Media

• Competitor Information• Externally networked

• Process Improvement• Distribution

Organizational Influence

• Goal oriented and focused

• Rapid learner; committed to lifelong learning

• High energy and stamina

• Manages stress• Flexible and

adaptable• Comfort with

ambiguity

•Self-confident•Self-awareness•Emotional Intelligence•Self-accountability

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KEYS TO LEADERSHIP DEVELOPMENT

Assess incumbent capability Business results Demonstration of skills Feedback Identify strengths and gaps

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KEYS TO LEADERSHIP DEVELOPMENT

Provide candid feedback Create a culture of feedback and

coaching 360 Leadership Assessment

Align with core competenciesDevelopment vs. performance feedbackSelf, manager, peers, others and direct

reportsAnonymity?Open-ended commentsSimple and practical feedback report

StrengthsFinder 2.0 (Marcus Buckingham)Power of identifying and leveraging

strengths

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KEYS TO LEADERSHIP DEVELOPMENT

Leverage a robust development planning process Create individual development plans Integrate performance feedback and

assessment results Quarterly development discussions Prioritize gaps and strengths Select development goals – less is more! Leverage a broad array of development

techniques e.g.: mentoring, shadowing, formal training,

experiences, assignments, moves, independent study and exposure

Individual Development Plan

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SAMPLE INDIVIDUAL DEVELOPMENT PLANName:

Development Goal

Development Action(What/When)

Key Learnings

How Applied? Results Achieved/ Progress to Date

Strengths Prioritized Development GoalsGaps

Last Reviewed: 2/12/13

1)2)3)

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KEYS TO LEADERSHIP DEVELOPMENT

Manage selection process Identify key jobs Identify pools of potential candidates Create a forum in which open positions

and available leaders can be discussed Stretch assignments vs. Ready today

(fully proficient) Great moves across organizational,

functional &/or geographic boundaries Direct sourcing for external hires

Internal vs. External Sourcing

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SUCCESSION PLANNING Create a strategic process whereby you

assess your talent Identify level of potential

Identify key positions Value of benchmarks With whom do you share this

information? Not a guarantee of promotion – a

snapshot in time Integrate into development planning Accelerate development for high

potentials Impact on retention

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SUMMARY

Keys to Leadership Development1) Establish a leadership development

strategy2) Create a leadership competency

model3) Assess incumbent’s current

capability4) Provide candid feedback5) Leverage a robust development

planning process6) Manage selection process

Succession Planning

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Q’S & A’S

Who?

What?

Why?

How?

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ROUND TABLE DISCUSSION

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JODY L. S. DIETZLeadership, Engagement

And Development Consultant

Jody.dietz@frontier.com

585-350-8290linkedin.com/in/jodydietz