Define Leadership Competencies to Drive Progressive Business Performance
Permanently boost your leadership bench strength.
- Without good leadership, organizations will suffer from lack of direction, missed opportunities, wasted investment, and increased competitive risk.
- Few organizations can articulate what they’re looking for in a leader. Without this consensus, an organization will find it challenging to objectively determine that it has what it needs to meet set goals.
- What good leadership means has changed over the years. Required leadership qualities today and in the future are increasingly being driven by globalization and complexity.
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Our Advice
Critical Insight
- Improving leadership capability is a top priority for both HR and the business alike. Out of 25 HR areas, HR and the business rank leadership development first and second respectively as a top priority for 2013.
- Good leaders have a significant impact on agility, employee attraction and retention, organizational alignment, and financial performance. Organizations desire effective leadership, yet many have failed to prioritize investment, implement effective development efforts, and secure their leadership pipeline.
- Establishing formal leadership competencies is the first step in both understanding what your organization needs and closing leadership gaps. Competencies lay a foundation for leadership performance expectations-setting, measurement, and development investment.
Impact and Result
- Make a business case for defining leadership competencies.
- Understand the core qualities of leadership.
- Identify leadership requirements based on business needs and conditions.
- Create measurable leadership competencies and associated proficiency levels.
- Assess current leadership capability and conduct a gap analysis against competency-based targets.
- Gauge the impact new leadership competencies will have on HR programs and processes.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Contributors
Key research contributors include:
- Jeff Appelquist, Founder and President, Blue Knight Leadership
- Sara Andrews, HR Business Partner, Saffron Building Society
- Nancy Davis, HR Director, IFDS Group
- Beth Haley, Consultant, E Haley Inc.
- Aimee Hansen, Performance Consultant, HR, Blue Cross Learning Institute
- Kim Kouchurka, Director, HR, Blue Cross Learning Institute
- Jim Kouzes, co-author of The Leadership Challenge, Executive Fellow of Leadership at the Leavey School of Business - Santa Clara University
- Dave Logan, Co-Founder and Senior Partner of CultureSync, co-author of Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization
- Ken Mihelich, Director of Management and Budget, City of Joliet
- Tracy Patterson, Director, Evaluation Center, Center for Creative Leadership
- Davida Sharpe, Director, Program and Services Design, Global Product Development, Center for Creative Leadership
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