Increasingly we are hearing from organisations that are moving away from highly bespoke, tailored models of leadership effectiveness within their organisations to using generic, cross-sector criteria for assessing their top people, finding talent and developing their pool of leaders. One recurring theme among these generic models is learning agility. This is not a new concept; …
In Part 1 of this blog we explored the difficulties of identifying those with potential. So how can we at Head Light help? Some organisations are very clear on what ‘potential’ looks like and in our experience, there are a number of attributes which tend to predict success in higher-level roles. Common ‘HiPo’ indicators are: …
The structure of a 360 degree feedback session can help or hinder the conversation – but what works well? We’re currently working on a Good Practice Guide, but as a starting point, take a look at the following outline and the question prompts which we have found to be useful: 1. Contracting – to gain trust, …
Structuring a 360 review feedback session – and the questions to ask Read More »
In many organisations, the HR team is able to identify those with high potential – and knows how to develop this. But for some organisations, spotting high potential can be a tricky business – and especially so for line managers as traditional career paths no longer, if they ever, necessarily enable the leaders of the future to rise …
Want to know what the key benefits to moving to on-line 360 as highlighted in our recent survey? Some are obvious, some less so. Read on. Reduction in administration time 77% of organisations in our recent survey have observed this time saving. It seems that some of this time is ‘re-invested’. More time spent on …
Generic metal toughness and resilience diagnostics are widely available and they measure just that particular characteristic, often solely quantitatively. Many competence frameworks also include indicators that have a relation to the concept of mental toughness, often in the context of the competency itself. This is admirable but the overall rating for the competency obscures the …
Behavioural Indicators for Mental Toughness or Resilience Read More »
When looking at the results from a 360 review and talking through the report with a 360 participant, we often notice the varying quality in the feedback that has been provided. Regardless of how sophisticated the 360 process or software is, if reviewers don’t take the time to provide considered, balanced, constructive and honest feedback, …
Driving ROI of 360 degree feedback with a Quality Score Read More »
With economic uncertainty comes the need for greater scrutiny of spend and examination of return of any investment. But how does this apply to areas of talent management spend? Are we all justifying our spend, building a business case and looking at the payback on the investment once made? Our recent survey – Justifying spend …
Calculating ROI – are we all doing this with our talent management activities? Read More »
Much of the work we do with clients involves, at some level, job analysis or competency frameworks. Working with large numbers of these you do begin to see patterns and consistent themes, but we do also see a great variation in the depth, breadth and structure of competency models. When developing a framework to underpin …
How much detail makes for a good Competency framework? Read More »
We have refined this handy 3-point checklist for developing the culture in your organisation to support the giving and receiving of feedback. Not easy we know, but implemented gradually over time with support from the top and you could make some inroads into this difficult problem. You could of course also ask us to help! …
Developing Skills. Encouraging Performance. Boosting Recognition.
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