your path to leadership - cps hr consulting...the seven competencies 6. fosters collaboration »...
TRANSCRIPT
Your Path to LeadershipAssessing Leadership Potential and Charting Your Way
cpshr.us
PresentersGeoff Burcaw Karen Evans
2
cpshr.us
• What is leadership potential?
• Measuring leadership potential
• The seven competencies• CPS HR Leadership
Potential Assessment
• Pilot Study – Phase 1• Your Pathway to
Leadership– Action Learning Guide– Getting Started– Curated Library– Individualized Learning
Plan• Pilot Study – Phase 2
3
Agenda
cpshr.us
What is Leadership Potential?
Capacity to be successful in a future leadership role given a certain amount of learning/development.
cpshr.us
Measuring Leadership Potential
1. Motivation to be in a leadership role
cpshr.us
Leadership Motivation
Willingness to take on extra duties and responsibilities
Willingness to make sacrifices for the benefit of the organization
Willingness to embrace a certain amount of psychological discomfort
cpshr.us
Measuring Leadership Potential
1. Motivation to be in a leadership role
2. Possession of a certain amount of core leadership competencies
cpshr.us
The Seven Competencies1. Accountability
» Demonstrates integrity and trustworthiness; and fulfills promises and commitments to others.
2. Learning Orientation» Demonstrates curiosity, innovation, and insight; and considers
creative approaches and applies novel solutions.
3. Perseverance» Demonstrates persistence, adaptability, flexibility, and grit in a
variety of situations and in the face of setbacks. Open to different and new ways of doing things and willing to modify one’s preferences and priorities for the greater good.
cpshr.us
The Seven Competencies
4. Vision and Strategic Action» Supporting, promoting and ensuring alignment with the
organization's vision and values. Understands how an organization must change in light of internal and external trends and influences.
5. Inspires» Energizes others and creates a sense of direction, purpose,
excitement, engagement and momentum for the organization’s mission.
cpshr.us
The Seven Competencies
6. Fosters Collaboration» Develops, maintains and strengthens relationships while working
together to achieve results.
7. Facilitates Understanding» Communicates clearly with others; encourages an environment
where others are free to express their thoughts and opinions.
cpshr.us
How does your agency identify leadership potential?
Q & A
cpshr.us
Leadership Potential Assessment
– 360-degree survey» Supervisor, peers, subordinates, optional self-assessment
– Five to seven behavioral indicators for each competency
– "How often does he/she demonstrate this behavior?"1 - Almost never2 - Sometimes3 - About half of the time4 - Most of the time5 - Almost always
cpshr.us
Leadership Potential Assessment
cpshr.us
Results Example• Can be used to select
candidates for participation in a leadership development program.
• Or a tool for individuals to identify their strengths and areas of opportunity.
cpshr.us
Results Example
Areas of Opportunity
cpshr.us
Leadership Potential Assessment Pilot Study
• City of about 300,000; 18 participants in city government
• 100 raters; about 5-6 per participant; range 2-11
Coworker or Team Member 21
Direct Report 15
Direct Supervisor 30
Other Supervisor or Manager 19
Other person with regular contact 15
cpshr.us
Pilot Study Overall Results by Competency
Competency Average Rating Range
Perseverance 4.6 4.1 – 5.0Accountability 4.6 3.5 – 5.0Learning Orientation 4.4 3.8 – 4.8 Vision / Strategic Action 4.4 3.7 – 4.9Inspires 4.5 3.9 – 5.0Fosters Collaboration 4.5 3.9 – 5.0Facilitates Understanding 4.6 3.8 – 5.0
1 - Almost never2 - Sometimes3 - About half of the time4 - Most of the time5 - Almost always
cpshr.us
Pilot Study ResultsCompetency Ratings by Rater Type
Competency Peers Supv/Mgrs Subordinates
Perseverance 4.57 4.57 4.49Accountability 4.71 4.39 4.68Learning Orientation 4.61 4.37 4.34Vision / Strategic Action 4.61 4.24 4.27Inspires 4.58 4.45 4.47Fosters Collaboration 4.47 4.40 4.55Facilitates Understanding 4.63 4.47 4.62
cpshr.us
• Integration into City’s overall training program and succession planning
• Part 2 of the Pilot– Action Learning Report
and Guide
19
Leadership Potential Assessment Pilot Study
cpshr.us
• Summarizes top and lowest rated behaviors
• Guides the individual through taking action– Building on Strengths– Developing Areas of
Opportunity
20
Your Pathway to LeadershipAction Learning Guide
cpshr.us
Gather Feedback and Self-Assess
Know YourselfTaking responsibility for your career and growth starts with an accurate assessment of strengths and areas to work to.
21
Set a Vision for Your Career
cpshr.us
Poll Question
Do you have to be a manager or supervisor to be a leader?
– Yes
– No
– I don’t know
cpshr.us
Feedback SummaryTop-Rated Behaviors
23
Competency/Behavior Rating Self-Rating Gap
Accountability: Follows through with others when their commitments are not met. 5.0 5.0 0
Inspires: Generates enthusiasm, optimism and commitment in people by identifying what motivates and energizes others. 5.0 4.0 -1
Inspires: Influences others to commit to getting the job done regardless of the task at hand. 5.0 3.5 -1.5
Fosters Collaboration: Creates an environment that promotes teamwork and respect by listening to others and reacting in a non-judgmental manner.
5.0 5 0
Fosters Collaboration: Encourages others to collaborate across organizational silos to share a diversity of opinions and ideas. 5.0 5 0
cpshr.us
Feedback SummaryLowest-Rated Behaviors
24
Competency/Behavior Rating Self-Rating Gap
Perseverance: Treats obstacles/setbacks as opportunities for learning or growth. 3.3 4 +.7
Vision/Strategic Action: Is focused on daily operational issues to the exclusion of strategic long-term direction and actions that support it.
2.7 4 +1.3
Learning Orientation: Takes calculated risks to incorporate innovative and creative ideas to improve organizational performance.
3.7 3.5 -.2
Vision/Strategic Action: Helps others understand how their work contributes to the goals of the organization. 4.5 5 +.5
Learning Orientation: Is risk averse and defaults to routine organizational practices and approaches versus innovation. 1.5 4 +2.5
cpshr.us
• Chart a path– Set goals
• Become a better learner– Gain new skills
• Focus your attention
• Structure a learning plan– Learning
recommendations• Curated library of
multimodal resources– Selected to
individually align with results
25
Getting Started
cpshr.us26
Curated Library
cpshr.us
Individualized Action Learning Plan
27
cpshr.us
Track Progress
28
cpshr.us
Pilot Study: Phase 2• City will be implementing the guide, Your Pathway
to Learning with pilot participants– Participants self-assess– Use the guide to develop a plan– Work with coach, mentor, or peer– Follow-up three – six months
• Value, progress toward goals
29
cpshr.us30