Selecting, Developing, & Engaging Leaders at All Levels

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Housekeeping

Presenter, Paul Glatzhofer

Paul Glatzhofer, M.A. obtained his Master’s degree in

Industrial/Organizational Psychology from Xavier University in 2006.  Paul

now leads Select International’s Leadership Solutions vertical.  He works

primarily with organizations who are implementing selection and

assessment systems for leaders and executives.  His work includes;

project implementation, job analysis, competency and skills validation,

selection system design, applicant tracking, EEOC & OFCCP reporting,

ROI analysis, and ongoing feedback development.  Prior to joining Select

International, Paul worked for Global Lead Management Consulting in the

Consulting division where he delivered human resources, leadership,

diversity and inclusion consulting and training. 

Agenda

1. Why is this important?2. Best practices in leader selection and development3. Succession planning and HiPo identification4. A new paradigm for leader development and

engagement5. Are millennials changing the game?

Common Customer Challenges We Hear

How can I ensure I retain the leadership

talent in my organization?

RETENTION

Who are the high-potential employees I need to retain for the

future?

HIPO IDENTIFICATION

My leaders don’t have enough

time to develop or help others

develop.

DEVELOPMENT

How can I identify and

select the best leaders?

SELECTION

How can we move towards a culture of open feedback and

continuous improvement?

FEEDBACK

How do we put a future plan in place for key

leadership roles that are essential to our business?

SUCCESSION PLANNING

What Keeps a CEO Up At Night?

They don’t have enough

TIME$14 BILLION

A N N U A L L Y

American companies spend

on leadership anddevelopment training

C-level Concern?

HUMAN CAPITAL

#1

What Keeps a CEO Up At Night?

38%of new leaders

FAIL

in the first 18 months 50%

FORGET

of what they learnnearly

within

Adult learners

2 weeks

FORGET

Why Do Leaders Fail?

Ten Fatal Flaws that Derail Leaders, Zenger and Folkman, 2009

• Lack Energy and enthusiasm• Accept their own mediocre performance• Lack clear vision and direction• Have poor judgment• Don’t collaborate• Don’t walk the talk• Resist new ideas• Don’t learn from mistakes• Lack interpersonal skills• Fail to develop others

Looking at 360 degree feedback from over 11,000 senior leaders, those who failed or were rated in the bottom 10%:

Good Leaders Increase Retention

Outstanding leaders

RETAINmore

Top Talentthan other leaders

Employee Salary

Bottom Line Costto Replace

$100,000

$250,000

$500,000

$250,000

$625,000

$1,250,000

Average Cost to Replacea Bad Hire:

2.5xsalary

History of Leadership AssessmentWHY

is leadership assessment and development stagnant?

• Manual process with very little ROI after the leader is hired.

• No pull through to development.• Difficult to engage decentralized

and remote employees.• Managers need to spend an

immense amount of time finding ways to develop their staff.

The Results?

Identifying Transformational Leaders Capable of Developing Others

Leader Selection

• Focus should be on…

• Identifying individuals with leadership KSA’s• Identifying leaders who are capable of developing• Identifying leaders who are motivated to develop• Identifying leaders who “fit” into the role/org

• Assess managerial leadership traits (e.g., delegation, coaching, results focus)

• Individual online assessment

• Automatic reports available immediately

MANAGERHiring

DIRECTORHiring

Leader and Executive SELECTION

VP/EXECUTIVE

Hiring

• Assess higher level leadership traits (e.g., empowerment, influencing skills, teamwork)

• Battery of predictive assessments with an optional assessor interview

• Selection reports with interview probes

• Robust assessment battery assessing VP and C-level traits (e.g., EI, learning agility, etc.)

• Assessor interview integrated into process for increased prediction

• In-depth selection reports with interview probes and coaching recommendations

Developing Your Leaders• Need to think about engaging our leaders in a new way

• Providing tools that can help in the developmental process which includes real-time behavioral feedback

• Development – on-demand

• Feedback – much more than just once year (e.g., 360)

FORGET 50% 2 weeks

adult learners

of what they learn

nearly

within

FORGET

• Targeted based on individual assessment data

• Suggestions by competency area

• Development planning tools

Developmental REPORTS

Developmental RESOURCES

Leader DEVELOPMENT and COACHING

Real-Time FEEDBACK

• Access to over 800 resources in the learner portal

• Ongoing access to resources

• Success Coach® real-time feedback portal

• Feedback from Trusted Others

COACHING

• Assessment debriefs

• Ongoing coaching calls to develop IDP

• Ongoing 1-on-1 coaching

Succession Planning & HiPo Identification

• Why is this important?• Who does it well?• How do you do it?

• Define what drives performance

• Benchmark against the traits that differentiate top leaders

DEFINE Success

Identify BENCH

STRENGTH

Succession Planning & HiPo Identification

Develop & EngageHiPo’s

• Diagnose the readiness of your talent pool(3 P’s)

• Understand your current talent through the use of assessment

• Assess the “fit” of the individuals whom you identified

• Accelerate development for your leaders

• Develop and engage your HiPo’s and other leaders who need development

Leader Success Profile

*Cognitive ability and learning agility have been shown to be the single best predictor of job performance regardless of

industry or job level.

Are Millenials Changing the Game?

• Most organizations think they

• They are!!!!

• AND…they aren’t!!!

Weekly Monthly Quarterly Annually0

20

40

60Millennials

Non-Millennials

How often do you prefer to get feedback?

Virtually everyone wants feedback more often than once a year!

Leadership Success Programs

Succession PlanningHi-Po Identification

Identify, develop, and engage future leaders

Leader and Executive SELECTION

Identify leaders who are most likely to succeed

360 & Real-TimeFEEDBACK

Build an on-demand feedback culture

DEVELOPMENT & COACHING

Provide developmental resources and coaching

Thank you

Please send questions or inquiries to

Paul GlatzhoferLeadership Solutions Manager

 Select International, Inc.P 412-847-5295

pglatzhofer@selectintl.com