Monday, August 19, 2019

What Good Leadership Looks Like in the Digital Age?

What Does Good Leadership Look Like in the Digital Age?

How assessments help people realize their potential and companies understand their people.

Today many organizations are struggling with finding, assessing and developing the right leaders that can help their organization transform to the digital era and get people along during times of change. At the same time, we are seeing a significant shift in HR technology which focuses on driving efficiencies and streamlining processes, to data and insights which enable us to predict leadership potential and deliver a better employee experience throughout an individual's career journey.

A good leader today is different than a good leader in the past. In fact, almost 9 out of 10 HR personnel do not believe they have the leadership talent to drive success in today’s emerging digital era. Leaders of every sized-company and sector need to lead differently and uniquely to capture opportunity and stay relevant. Hence Right Management, ManpowerGroup’s career development experts, developed the P3 Leader Model – focused on people, purpose and performance – designed to identify and develop the leaders needed in today’s fast-changing world of work.

The P3 Leader Model assesses four key “inherent” enablers: drive, adaptability, brightness, and endurance. Leaders must exhibit some degree of each of these enablers in order to lead through a VUCA environment.  The assessment also identifies three capability areas that is coachable, including the leader’s ability to accelerate performance, dare to lead and unleash talent.  Each capability area maps to several competencies that the leader can develop.  Leveraging the P3 suite of assessments, organizations gain insights into leader behavior and construct a personalized development plan.

Right Management has used this model worldwide. We partnered with TomTom, one of the world’s premier developers & creators of navigation technology and consumer electronics providers, to assess their leaders as part of their digital transformation. In six months, 750 managers were assessed for their leadership potential in 35 different countries. TomTom’s investment to identify the right people is what helped them move to and through their digital transformation.

Moving from hiring and developing leaders on gut instinct to a data-driven analysis of potential helps identify and develop more diverse leaders.  Evidence shows people are more likely to hire people like themselves. Professionally-designed interviews supported by well-designed assessments decrease bias while increasing the quality of the hire, better predicting potential and finding more diverse leaders. And that can only be a good thing for companies and for individuals.

Thursday, August 8, 2019

Career Development and Training

What is Career Development?

The idea of considering an employee’s career as a whole and designing various sets of formal trainings, developmental activities, and relationships at each of these stages is known as career development.

Career development has evolved over the years and is now an integral part of employment. While the jobs ecosystem is moving towards frequent job -hopping for better job roles and salary packages, creating an atmosphere of growth within the organization makes a solid impact on the high performance employees. A complete career development and training program enables an organization’s high potential employees identify the scope of development and work on their target skills.

Career Development Program for the Millennials

Millennials will be making up 3/4th of the global workforce by 2025 and they are shaping the future of work. A study conducted by the Bureau of Labor Statistics shows that individuals hold an average of 11.3 jobs between the ages of 18 and 46 years. The millennials are well known for their dissatisfaction with the traditional compensation plans and incentive programs. Millennials are more interested in sustainable practices, flexibility, career development programs, trainings that enable them to lead a meaningful career progression instead of moving on with just a new job.

The Secret to designing a career development and training program for the millennials

· Engage them: Millennials are not here to just clock those routine nine hours to their retirement.

They want to be involved in some meaningful work they want to deliver.
So, is there a magic mantra to keep the Millennials invested and happy? Well, there is.

The acronym MAGIC represents the key elements every organization must nurture in order to restore the engagement levels of the millennials.

Meaning. Autonomy. Growth. Impact. Connection.

 ·  Boost them with a purposeful goal setting: Millennials are not keepers. Organizations must be proactive in considering their broader career goals while designing their performance appraisal programs. They will feel valued and engaged when their own career goals are aligned with those of the organization’s. This makes their work matter. They grow more engaged and therefore, loyal.
·   Train them to infinity: Millennials are hungry for knowledge. A career development program that satiates their craving for new strengths and skills to develop professionally and personally will reap better returns in terms of a creative bunch of loyal, motivated and goal oriented employees ready to add value to the organizations bottom line.