Progressive Intelligence Consulting Group
Leadership Development and Talent Management
“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” -- John Quincy Adams
Progressive Intelligence's Vision of Leadership Development
A dynamic, consistent leadership development and talent management approach, that builds the knowledge base of emerging leaders, targeted on their success, will go a long way to retaining those leaders.
Three essential elements of consistent leadership development and talent management.
Leadership Development and Talent Management – Current Static Approach
Most organizations have established performance management assessment programs for their employees. Formal or otherwise, such programs are based on annual (or at best, twice each year) reviews against objectives, which are assigned to an individual at the beginning of the year. These reviews are a forensic analysis, gathering evidence on whether an individual has (or has not) met assigned objectives and to what extent. Typically, these reviews focus on providing a basis for determining end-of-year bonus payouts and salary adjustments.
Such an approach is of little value in offsetting the opportunity cost incurred by the individual and the business, when objectives are not met. It is divorced from the crucial aim of instigating, improving, and securing high performance, both from the individual and the team as a whole.
Some organizations also provide structured professional development. At a minimum, this might offer an opportunity for the employees to enroll in academic courses and professional seminars. More sophisticated HR departments use scored competency models, identifying core competencies that they expect their employees to possess.
The typical performance assessment and leadership development practices attempt to understand the causality behind an observed variance against assigned objectives, to contextually interpret an individual’s abilities. This ad hoc approach makes no attempt to align desired behaviors among that set of individuals as a team. Neither does it constructively enable professional growth of the individual, or encourage and reward desired behaviors among employees in the context of their specific roles within a team. A very static approach and no opportunity to focus or re-focus work efforts to best meet business objectives.
Leadership Development and Talent Management – Our Proven, Dynamic Approach
Developing “high net worth” employees, requires targeted investment on a proactive basis. Evidence shows that the investment required for development of key employees is orders of magnitude less than the “direct cost" of losing them - on average 15% - 20% of their annual salary. Considering indirect costs and potential damage caused by uncontrolled attrition, especially when personnel leave to join the competition, the actual loss to the business is incalculable.
Progressive Intelligence provides a unique methodology and approach to our clients, enabling them to retain their leaders and key performers. As opposed to the static annual appraisal/assessment snapshots, our approach provides a dynamic and context-sensitive view, based on comprehensive analyses that discover contribution opportunities, against individual, team, and company norms.
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