SELECT PERSPECTIVES BLOG

Celebrating Our Leaders

Posted by  Danielle Desko

Happy Fourth of July weekend! As we celebrate the independence of America, we have to reflect on the leaders that made it possible. This reminds us of how critically important the leaders within our organization are to the success and evolution of our business. How would you rate the leaders at your organization?
Given today’s economy and hyper-competitive global markets, executive selection and development is more important than ever before. The cost of leadership failure can often mean the success or failure of the entire organization. Every executive or leadership personnel choice is a high-stakes decision for organizations, their shareholders, and associates, so it’s extremely important to have accurate information available when making these decisions. Here are four points to keep in mind when you are assessing your leaders:

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1. Selecting the Wrong Leader Can Cost Your Organization More Than You Think
These costs not only include lost business, but also turnover costs. Estimates of executive turnover costs range from $300,000-$1,000,000 depending on the size of the company, and can increase dramatically the longer they stay with the organization. Accurate information on a candidate’s assets and limitations, as well as promotion potential, can help to make a more informed hiring decision.

2. All Employees Lose When a New Leader Fails
Goals aren’t met, opportunities are missed, and relationships may be irreparably damaged. Employee morale can also be negatively affected. The “soft” costs of derailment can be immeasurable. The negative consequences of a bad hire or placement can continue long after the individual has been terminated.

3. Find the Right People for the Right Job
Getting a clear picture of the strengths and liabilities of your entire leadership team can help ensure the right people are placed in the right roles. This can also help to defray the direct and indirect costs of derailment.


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Leadership Assessment: One Reason Your Leaders Will Fail

Posted by  Alissa Parr, Ph.D.

Imagine you have an employee who is consistently receiving good performance reviews, meeting all his/her goals, and showing up on time everyday for work.  This employee has been with the company for 5 years now and has proven to be very effective in his/her current role.  This employee sounds like the perfect person for promotion into a leadership position, right?  Well, not so fast …  Oftentimes these star employees will be promoted to leadership positions based on their current performance and, once in the role, will not be successful.  In other words, these leaders derail.

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An Epic Fail Hiring Tale

Posted by  Drew Brock, Ph.D.

 


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Leadership Assessment: Celebrating Our Leaders

Posted by  TJ Muehlfeld

Happy Fourth of July! As we celebrate the independence of America, we have to reflect on the leaders that made it possible. This reminds us of how critically important the leaders within our organization are to the success and evolution of our business. So, how are the leaders at your organization doing?


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Hiring: The Problem with Search Firms

Posted by  Guest Blog

 


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Finding the “Keepers” in Your Organization

Posted by  Drew Brock, Ph.D.

Before every NFL season, thousands of fans gather in groups to "draft" their fantasy football teams. Many spend hours poring over data and statistics to try to pick who they think will be the best statistical performers in the coming season. So popular is the challenge of diagnosing potential in football players, that there are ESPN programs, magazines, and websites totally devoted to helping you with your picks. There’s even a TV series, "The League,” about a group of rabid fantasy football buddies and the hunt each season for the cherished league trophy. These judgments of which players will perform in the coming season are incredibly difficult, even for the most talented scouts and recruiters.


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Executive Assessment: Why Your Company Needs to Assess its Leaders

Posted by  TJ Muehlfeld

Happy belated President’s Day! As we reflect on and acknowledge the great leaders in U.S. history, it reminds us of how critically important the leaders within our organization are to the success and evolution of our business. So, how are the leaders at your organization doing?executive assessment


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And the Winner Is … 5 Tips for Assessing Executives

Posted by  Drew Brock, Ph.D.

It’s award show season, which means it’s that time of the year when we seek out and recognize the best of the best. In the business world, we seek the best of the best to fill the executive roles that make or break organizational success. In the past decade, job complexity for executives has skyrocketed and with that comes enormous demands and pressures on the individuals occupying those high-level roles. In all industries, top talent demands the investment of huge amounts of capital for their employment. And yet, the investment in high-level tools for identifying high performing, high potential executives has not kept pace. There remains today a large number of organizations who have not yet committed to a high-value, scientific process for selecting executives that are winners. In keeping with the spirit of this time of year then, here are five categories you should consider when you select an Executive Assessment process.awards 159045997


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The Bold and the Not So Beautiful: Avoid Hiring a Narcissist

Posted by  Drew Brock, Ph.D.


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Proper Care and Maintenance of Organizational All-Stars

Posted by  Drew Brock, Ph.D.

After six weeks of talking about Nine-Boxing as a practical way to grid performance 9 box ALL STARSand potential, I now come to the culminating corner, the penultimate piece of your succession plan.  The upper-right corner of the performance-potential matrix is where, in a perfect world, all of your staff would reside.  The All Stars in your organization are those people who are realizing their full potential while at the same time performing at their peak.  This is the dream team of organizational players.  They are well-equipped to take on any assignment and poised to transform your organization into a better version of itself.  But caution must be taken with these rarified All Stars for they can easily become bored and thence, to your dismay, lured elsewhere.  Accordingly, I offer a brief care manual for best practices in sustaining and cultivating the "top guns" in your succession plan.


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