Leadership Strategy

1. Leadership Strategythe why, the how, the results! a presentation brought to you by: John Bradford

2. John Bradford John Bradford is the Senior Vice President of Profiles International Consulting and Coaching Services. John is the driving force behind Profiles’ global consulting team, helping organizations identify, develop and deploy mid- and executive-level leadership talent. His ability to identify the business context of an organization and apply creative thought to desired business results enables him to craft practical and realistic solutions that can be implemented from the C-Suite to the front line. Most recently, John and his team worked with a global multi-national company to identify the executive competencies that indicate Leadership readiness. Using projected business results and the company’s 2020 Vision, John’s team developed an Executive Assessment Process that accurately and reliability identifies incumbent leaders who are candidates for higher lever positions, strengthening the leadership pipeline and allowing for succession planning. John’s team provides Executive Coaching Services for incumbent and aspiring global leaders Senior Vice President on five continents. He has worked with business of all sizes and within a wide variety ofTraining & Consulting Services industries. John’s focus on the achievement of business results and ability to help clients implement simple, practical and cost-effective solutions makes him a sought after resources for clients around the world. Some of John’s recent clients include AECOM, Eastman Chemical and Raytheon Corporation. A thought leader in the area of leadership development, John authored the Profiles’ CheckPoint Leadership Skill Building and Coaching series consisting of 18 Leadership Skill Builders. These Skill Builders include an on-the-job leadership process, practical leadership development activities, and a supporting coaching guide. Prior to joining Profiles International, Bradford served on the faculty at the University of Missouri-Columbia. He’s held senior positions with Fortune 100 and 500 companies, imagine great people ® shouldering full responsibility for organizational and employee development. He has also served as President and CEO for a U.S.-based consulting firm. www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.

3. Who We Are • Founded 1991 • Over 45,000 clients served worldwide • Offices in nearly 130 countries • Founding member of the Association of Test Publishers • Microsoft Certified Partnerwww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

4. Creating Value for Clients We support our clients through the full employee life-cycle, helping them identify the best people for their jobs and then developing them to their fullest potential.www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

5. Diverse Base of Marquee Clients Financial Services Retail & Consumer Travel & Hospitality Education & Government Technology Healthcare Energy & Utilities Business Services Client Highlights • 11,000 + active clients • Client base includes 152 Fortune 2000 companies • Represented in nearly 130 countrieswww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

7. Leadership Strategythe why, the how, the results! a presentation brought to you by: John Bradford

8. Today’s Objective’s• Define a leadership strategy.• Review the components of leadership strategy.• Identify how to create and implement a leadership strategy specific to the needs of your unique organization.1www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

9. Leadership Strategy“The set of solutions and programs an organizationmakes available to develop its leaders’ capabilities – theexperiential opportunities, the networking and feedbackopportunities, and the formal education opportunities.” Source: Bersin & Associates, 2012 Leadership Strategy, The Link Between Business Goals and Leadership Development Solutions2www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

16. The Leadership of An Organization At a minimum, you should consider: 1. Quantity of leaders 2. Qualities desired in selection 3. Skills and behaviors needed to implement business strategy and to create the desired culture 4. Collective leadership capability of leaders acting together as a group, across boundaries to implement strategy, solve problems, respond to threats, adapt to change and support innovation. 5. The desired leadership culture6www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

20. Leadership Lifecycle™ Leadership Executive Brand Performance Management Build or Buy Leadership Strategy Communication Succession Source Align Executive Management Engagement Long-Term Executive Incentives Coaching Reward Develop Short-Term Leadership Incentives Competency Framework High-Potential Developmental Compensation Assignments10www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

21. Leadership Strategy XYZ COMPANY This leadership strategy outlines a plan for finding leaders, aligning them with the goals of the business, developing leaders, and rewarding leaders. • Competencies • Sourcing Leaders • Aligning Leaders • Developing Leaders • Rewarding Leaders11www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

23. Leadership Strategy XYZ COMPANY This leadership strategy outlines a plan for finding leaders, aligning them with the goals of the business, developing leaders, and rewarding leaders. • Competencies • Sourcing Leaders • Aligning Leaders • Developing Leaders • Rewarding Leaders13www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

24. Leadership Strategy - Competencies COMPETENCY NEEDS Selection and Promotion Résumé, Application, References Job Match Assessment Interview, Integrity Assessment14www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

26. Leadership Strategy SOURCING LEADERS • Make/Buy Mix. - Ratio of Internal/External Hires - Success Profiles develop for Critical Job Positions - Assess Internal and External Candidates for Job Fit • Succession Planning - Commitment to Succession Plan - Define how Performance, Potential, Talent - Train all leaders • Onboading Leaders - Mentoring - Share strengths as identified in hiring/promotion process16 - Identify experience, knowledge, skill gapswww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

27. ProfileXT® Insight: What We Measure Thinking Style 1 2 3 4 5 6 7 8 9 10 Learning IndexApproach to Learning 1 2 3 4 5 6 7 8 9 10 Verbal Skill 1 2 3 4 5 6 7 8 9 10 Verbal Reasoning 1 2 3 4 5 6 7 8 9 10 Numerical Ability • Speed of a training program 1 2 3 4 5 6 7 8 9 10 Numeric Reasoning • Communication Style & Preference • How analytical are they? Behavioral Traits 1 2 3 4 5 6 7 8 9 10 Energy Level 1 2 3 4 5 6 7 8 9 10 Assertiveness 1 2 3 4 5 6 7 8 9 10 SociabilityPerformance 1 2 3 4 5 6 7 8 9 10 Manageability 1 2 3 4 5 6 7 8 9 10 Attitude 1 2 3 4 5 6 7 8 9 10 Decisiveness • How will they fit into the position? 1 2 3 4 5 6 7 8 9 10 Accommodating • How will they make decisions? 1 2 3 4 5 6 7 8 9 10 Independence • Where might they struggle? 1 2 3 4 5 6 7 8 9 10 Objective Judgment Occupational Interests 1 2 3 4 5 6 7 8 9 10 Enterprising 1 2 3 4 5 6 7 8 9 10 Financial/AdminMotivation 1 1 2 2 3 3 4 4 5 5 6 6 7 7 8 8 9 9 10 10 People Service Technical • Will they stay engaged long term? 1 2 3 4 5 6 7 8 9 10 Mechanical 1 2 3 4 5 6 7 8 9 10 Creative17www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

29. Leadership Strategy ALIGNING LEADERS • Performance Management - Aggressive Goals - Measure both the “What” and “How” • Engaging Leaders - Actively Monitored - Workforce Engagement Survey - CheckPoint360 Leadership Survey • Executive Coaching - Provide External Coaches * Transitioning * Performance Acceleration * Derailment Factors18www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

30. Leadership Strategy DEVELOPING LEADERS • Assignment-based Development - Job assignments primary method for development - Internal Mentors and Coaches • High-potential Development - Highest share of development resources - Group activities, exposure to senior team and board - Review performance semi-annual basis - Measure leadership growth with Checkpoint360 • Executive Development - Voice of customer (External and Internal) - Communicating a clear vision, WIIFM19 - Enterprise Business Acumenwww.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

32. Leadership Strategy REWARDING LEADERS • BASE PAY - We set the XX % as goal for base-pay - High potential employee pay at XX % plus XX % - Internal Mentors and Coaches • ANNUAL INCENTIVE - We provide up to the XX percentile range for annual Incentives, strongly differentiate between median and high Performers in distributing awards. • LONG-TERM INCENTIVES - Combination of performance-vesting incentives for consistent leadership results and behaviors. - Target the XX percentile for those awards, strongly differentiate between median and high performers.21www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

36. Leadership Development Initiatives 90 Days Work Assessment & Onboarding, Individual Development Plan Assignment, Core Reinforcement Transition Manager Coaching Developmental Experiences Accountability Coaching Activities First Line Leader Development23www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

37. Leadership Development Initiatives 90 Days Job-Specific Assessment & Working Leadership Development Plan Experiences,,Cross Functional Reinforcement Sessions Executive Coaching Upward Experiences Accountability w/Boss Exposure Mid Level Leader Development 90 Days Work Assessment & Onboarding, Individual Development Plan Assignment, Core Reinforcement Transition Manager Coaching Developmental Experiences Accountability Coaching Activities First Line Leader Development23www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

38. Leadership Development Initiatives Ongoing Assessment & Executive Assignment Plan Key Series Of Elective Strategic Reinforcement Working Executive Mentoring Experiences Initiatives Accountability Sessions Executive Level Leader Development 90 Days Job-Specific Assessment & Working Leadership Development Plan Experiences,,Cross Functional Reinforcement Sessions Executive Coaching Upward Experiences Accountability w/Boss Exposure Mid Level Leader Development 90 Days Work Assessment & Onboarding, Individual Development Plan Assignment, Core Reinforcement Transition Manager Coaching Developmental Experiences Accountability Coaching Activities First Line Leader Development23www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

39. Hire Implement an Integrated Leadership Development Strategy to Grow Leaders at all Levels of the Organization! • New Hire • Promotion24www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

40. Hire Implement an Integrated Leadership Development Strategy to Grow Leaders at all Levels of the Organization! Team Player24www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

41. Hire Implement an Integrated Leadership Development Strategy to Grow Leaders at all Levels of the Organization! Leader In Their Job24www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

42. Hire Implement an Integrated Leadership Development Strategy to Grow Leaders at all Levels of the Organization!TALENT POOL Strategic Leader www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.

43. Today’s Objective’s• Define a leadership strategy.• Review the components of leadership strategy.• Identify how to create and implement a leadership strategy specific to the needs of your unique organization.25www.profilesinternational.com©2012 Profiles International, Inc. All rights reserved.

44. Would you like to receive . . .• Leadership Development Strategy Template (Leading the Way) • Defining Performance • Defining Potential • Executive Success Profile 26 www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.

45. Questions?

47. Contact Us Profiles Assessment Asia (Pte.) Limited An Authorized Strategic Business Partner of Profiles International14 , Robinson Road, #08-01A, Far East Finance,Singapore 048545Email: info@profiles.com.sgTelephone: 65717031Fax: 63334636Website: http://www.profiles.com.sg Share , Connect and Follow Us Know your people..Grow your business

Leadership Strategy

Profiles Asia

Leadership Strategy