SELECT PERSPECTIVES BLOG

What Does it Take to Be a Good Leader in MY Company?

Posted by  Alissa Parr, Ph.D.

FB_Leadership.jpg

What does it take to be a good leader in my company? That’s the question Facebook asked recently.  Facebook wanted to better understand what makes managers excel within the company, so they conducted a company-wide analysis of its roughly 12,000 employee workforce. They first identified teams that were most engaged and happiest in their roles. Then, they reached out to the highest-rated teams and asked them what their managers did to make their work experience rewarding. Out of all the conversations, 7 common behaviors emerged as being important:


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Can a Great Leader Be a Great Leader in ANY Organization?

Posted by  Jaclyn Menendez

great-leadership-1.jpgThe title of this post might seem like a straightforward question, but it’s actually addressing several complex concepts. In order to answer this question, we need to ask several more: why can a leader succeed in one organization but fail in another? What external factors influence leadership? And out of a sea of great leaders, how do you select the best one for your company’s particular needs? Furthermore, one of the most difficult dilemmas is when an organization is thinking about hiring a leader when that leader failed at their last company.


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5 Negative Consequences of Hiring a Bad Leader

Posted by  Christian Spielman

bad-leadership.jpgMost people know that it’s important to hire good leaders. There are all kinds of positive outcomes associated with focusing on hiring great talent. But what happens if you don’t? A poor hiring decision at the leadership level can be detrimental to your company. Consider these five side effects of hiring a bad leader.


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Uncover What Great Leaders Do Differently Than Other Leaders

Posted by  Alli Besl

great-leader.jpgWe all know that having great leaders is a critical piece of success for all organizations. However, less clear are the behaviors great leaders engage in that others do not. For that reason, we designed a research program to shed some light on this question. We had access to interesting behavioral criteria.

First, we were given permission to access an organization’s Success Coach feedback system. This system allows individuals to request feedback on various components of their job or work. For example, if someone delivered a presentation, they could leave the meeting and immediately send a feedback request to the meetings’ members to ask for information regarding how well they did on that specific presentation. Having this type of access to real-time feedback is important and useful for continued growth and development of both leaders and their subordinates.


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Hire Leaders: Don't Just Promote Your Best Individual Contributor

Posted by  Christian Spielman

job-promotion.jpgA few days ago, I got a really interesting question from one of my clients. We were having a discussion about a lower-level leadership role that she needs to fill, and she asked, “What’s the most common mistake you see when filling this type of position?”

The answer was a no-brainer. Way too often, companies simply promote their best individual contributor into a leadership role. Unfortunately, not all individual contributors have the necessary skillset to be an effective leader.


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The Changing Nature of Performance Management

Posted by  Paul Glatzhofer

performance-management.jpgThe Society for Industrial/Organizational (I/O) Psychology recently released their 4th annual top 10 workplace trends. This list is meant to showcase the areas that I/O Psychologists believe are the most important to address for organizations in the upcoming year. Click here to read the full article.

While there is a lot of interesting information here the most interesting is the #1 trend. The “winner” was the changing nature of performance management. See below for an excerpt from the SIOP article:


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Why Your Company Should Strive for Gender Equality in Leadership (and How to Get There)

Posted by  Alissa Parr, Ph.D.

gender-equality.jpgTake a look at these statistics:

  • In S&P 500 companies, women account for 14.2% of top executive positions and only 24 CEO positions.

  • Women represent 46% of entry-level professionals, 29% of vice presidents, and 19% of C-suite executives.

  • Companies with 50% of women in senior operating roles show 19% higher return on equity (ROE) on average.

  • The most gender-diverse companies are 15% more likely to have financial returns above their industry averages.

Based on this information, there are two logical conclusions we can come to: (1) gender disparity still exists in leadership and (2) gender diversity is beneficial to the bottom line of organizations. There has been a lot of attention on women trying to break the glass ceiling and to “lean in,” but progress has been very slow.


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How Effective Leadership Can Help Your Company Adapt to Change [Expert Interview]

Posted by  Jessica Petor

effective-leadership.jpg"Change is the law of life and those who look only to the past or present are certain to miss the future." – John F. Kennedy

We are all aware that change is inevitable and that adapting to change is key to success for organizations and people alike. When change happens within an organization, effective leadership is needed for a successful transition. Change can be as simple as the restructuring of a small workgroup to as large as a merger.

Recently I sat down with a Senior Consultant in the Organizational Change Management and Business Analysis/Process Design, Jamie, MLHR, to discuss the importance of effective leadership during times of change. We also discussed the importance and role of coaching during large-scale changes.


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Developing & Engaging Leaders

Posted by  Paul Glatzhofer

develop_engage_leaders.jpgDeveloping and engaging leaders is one of the most important initiatives that companies have and is also one of the most difficult. American Greetings has placed a great deal of emphasis on ensuring that they select, develop, and engage their leaders. Most organizations see their leaders as the key to staying competitive in a global economy and want to select and develop leaders better than others. On Thursday November 17th, Select International is going to facilitate a live discussion with American Greetings about their leadership development journey. More specifically we are going to focus on a few key topics, including the following:


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Developing and Engaging Millennial Leaders in the Workplace [Whitepaper]

Posted by  Paul Glatzhofer

millennials-working.jpgAs the percentage share of younger workers in the American workforce continues to increase, millennials are starting to have a bigger influence on the organizations looking to employ them. This is especially true as they move into leadership roles. As is the case with every generation, there are certain characteristics common across millennials. Only recently have organizations begun adapting themselves in order to attract and retain these employees.

There are often stark contrasts between the wants and needs of different generations, but the companies that will thrive in the coming years are those who prioritize the accommodation of millennials without boxing out other employees. An organization failing to adapt to this shift in the labor market will see themselves losing market share.


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