Have you got the leaders, let alone the workforce,to succeed into the next decade?
Leadership is a tough job at any level. No need to tell Australian Prime Ministers who have changed over five times in as many years.
How good is your leadership?
Have you ever thought who is right about your leadership by definition? Is it your manager, yourself, your peers, your direct reports, or someone else? While it is no doubt important what others think it may be surprising to realise that it is your direct reports. So it is perhaps understandable if we think at times, "my team just do not know how good a leader I am so I need to hire new members that do...!"
How good is the leadership in the workplace?
The good news is that employee attitudes towards senior leaders has improved steadily in UK companies over the last few years. Unfortunately the research also shows it is critical to improve it further. For instance, 75% of employees who took part in the Melbourne University Centre for Workplace Leadership survey said Australian workplaces need better managers and leaders, and research shows only 33% of companies claim that their leadership growth has improved in the last 3 years, with a troubling 63% of executives believing their leaders lack the required abilities to achieve critical results.
Do you have the leadership talent to take your company into the future?
Worldwide the fourth most important aspect of the job is considered to be a person's relationship with their leader. Yet companies do not have the leaders they need, according to CEB research. In fact, less than a third of departments and business units are led by people who are equipped to meet the demands of the future. No wonder recent research by Boston Consulting Group identified managing talent as the highest risk area for Human Resources.
There are two key options to getting the right leadership talent at the right levels in your organisation (this is of course assuming that the third option - "ignoring it" is not a third!)
- Promoting the right managers at each level of leadership in the organisation. This is difficult because only a small proportion of high performers are high potentials!
- Developing the managers at each level of organisational leadership to make them right. This is difficult because management is largely dependent on IQ whereas leadership is mainly reflected in EQ, and IQ and EQ are inversely correlated!
Both are valid ways but "promoting" has greater impact and this can be summed up by the saying: "you can train a turkey to climb a tree but it is more effective to hire a squirrel".
The key challenge for us with promoting leaders is that the very capabilities that make staff successful at one level in a corporation are the very things that can make them unsuccessful at a higher level. If you want to find out how to get the right leaders at the right level at the right time then join the free webinar:Why your high performers aren't necessarily your key talent
If you are looking for developing your managers into leaders rather than just better managers then join us on the inaugural Public Transformational Leadership program. This program has only been available to corporate clients but is now being opened up to the public for one program each year.
Don't miss this opportunity as places are limited.
A MarkTwo Tip
Android based smart phones and mobile devices are apparently under threat from a major security called Certifi-gate. You can check if your phone is vulnerable by downloading the free app called “Check Point Software scan”. If your phone is vulnerable then the app tells you some things to do to minimize risk.
See CHOICE Magazine-September 2015
Want to pick the leadership talent to make your organisation more talented?
Pario Professional Accreditation - Public Workshop
Get access to the Pario Professional which uses a highly accurate and valid ipsative (forced choice) online assessment instrument. It supports your interview, selection or recruitment processes to make them much more valid, accurate and reliable. It integrates self-reported behavioural analysis with the respondent's personal preferences, and its results have been shown to correlate very well with much more expensive Assessment Centre results.
Only 15% of your high performers are high potentials... find out why and how to spot them
Its methodology is supported by research and you will be better able to spot high performers as they are not identifiable by personality traits alone or even ability necessarily. However, those individuals who are more effective have distinctive patterns of work behaviour, reflecting the way they perceive their role and prioritize activities, and this is what Pario clarifies.
The earlybird is extended until Wed 21 October - so get in quick and save US$600
When: Tue 1-Thu 3 December 2015
Where: Copthorne King's Hotel, Singapore
For more details or to book now
Click here to see full list of events and get this sort of response from people you feed back to:
The neurotransmitters in my brain have been firing like Sydney Harbour on NYE ever since your [Pario Professional feedback] consultation, so thank you for your time the other week!! - Joanne Capp, National Key Account Manager, Bunzl Outsourcing Services
Video: Morning Coffee with Mark - Key Principals to Consider Before Firing Staff
Learn some key principles to be effective for managers in the very difficult situation of having to fire people or let them go. Watch or listen to Mark outline the principles.
Quote of the Month
Three classes of people: Those who see. Those who see when they are shown. Those who do not see - Leonardo da Vinci, Renaissance painter, architect, engineer, mathematician and philosopher
TED Talk - The workforce crisis of 2030 and how to start solving it now
It sounds a long way off, but by 2030, many of the world's largest economies will have more jobs than adult citizens to do those jobs, and the impacts are going to start being felt by companies soon. In this data-filled talk, human resources expert Rainer Strack suggests that countries ought to look across borders for mobile and willing job seekers. But to do that, they need to start by changing the culture in their businesses.
MarkTwo's Month
From the organisational macro (strategic planning) to the individual micro (personality and self-awareness)
We have been supporting one client through its important strategic planning process to ensure it has the best strategy moving forward over the next three years and then the Public Personality Training program while in between making sure that its coaching clients' needs were met.
Off to Bali, Indonesia and Singapore
Our CEO, Mark Oliver is heading to Bali, Indonesia to deliver a master class in Competency Assessment and Profiling followed by the MarkTwo Advanced Personality Program for those lucky enough to be eligible. Then it is will be off to Singapore to facilitate a Pario Professional Accreditation Program.
Join the free webinar: Why your high performers aren't necessarily your key talent at 3.30pm AEST Wed 4 November.
Access to the Pario Professional - a highly accurate and valid ipsative (forced choice) online assessment instrument - to get assessment centre quality selection information at a fraction the price. Support your interview, selection or recruitment processes to make them much more valid, accurate and reliable.
Public Transformational Leadership Program
You can book now for the first public Transformational Leadership program and save $1100. This program has been exclusively run for large corporate clients but is now offered publically due to popular demand - click here now
We continue the range of popular public programs due to the intense demand arising from the impact of our corporate programs. To find out more about the benefits of doing our courses and to save hundreds $$$$ by getting the earlybird prices - click here