What separates great organizations from average ones? Two words: Great leaders. Those who have vision, charisma, intuition, creativity, a positive attitude, and so on. They can inspire even average teams to do great work. Some people have innate ability to lead, while others develop these skills through coaching, training, and practice. Either way, most organizations struggle to find, nurture, and keep the next generation of great leadership.
Modern organizations tend to encourage the development of their employees in a variety of ways. HR teams typically encourage top performers to broaden their knowledge, enhance their skills, and practice leadership skills through training and coaching. Unfortunately, in most organizations, the cost of offering these opportunities to everyone is prohibitive. And the existing methods for identifying the employees who have the most potential are subjective. The result: a random deployment of training, and lost opportunities for those who might benefit the most.
Talent Analytics help you spot the people with the leadership profile for your organization.
Our Leadership Potential assessments draw on people analytics principles to identify those most likely to influence your organization's future. To begin, we determine who the successful leaders are at various level of seniority, and we build hypotheses to determine the characteristics those leaders have in common. Which traits matter most? Academic credentials? Bonus percentages? Career progression? Direct report exit survey feedback? Engagement level? Then we find the hidden correlations that predict leadership in your organization, and we score employees with a leadership potential rating. This lets you make decisions based on what’s really worked in your environment, rather than on hunches.
Building statistically-driven "success profiles" isn't perfect, but these algorithmic models lead to evidence-based predictions of leadership potential, they can certainly help the organization to deploy a more focused and less distributed strategy for talent development, learning and retention. For instance, you can use what you learn to direct limited resources toward the promising employees who are most likely to show a return on a development investment.
Our Leadership Potential assessment services complement other PwC talent analytics and predictive services programs by extracting insights from your HR Big Data. We use advanced statistical techniques to find the hidden patterns, so you can anticipate rather than react. From surveys and benchmarking to predictive services and people analytics strategy, we help our clients make fact-based decisions about human capital, creating meaningful change for employees, teams, and entire organizations.
We would love to learn more about you—and learn how we might be able to help. Take the next step: click here to start a conversation.