Changing Technology Demands Flexible Leaders To Succeed In All Conditions
Finding the right talent to take them that takes them to the next level is becoming a complex challenge, for organisations in a volatile and uncertain phase, due to rapid speed of changing technology.
In 40 percent of companies, leaders are unprepared to meet the business issues they will face over the next three to five years. Only 20 per cent of managers identified as high performers successfully advance to higher levels of leadership and only 13 per cent of senior executives and human capital managers believe their organisations have ample leadership pipelines, according to a study by Right Management, the talent and career management workforce solutions provider within the ManpowerGroup.
Right Management, in a partnership with Hogan X, a Hogan Assessments division focused on disruptive innovation in the personality assessment industry, has rolled out a leadership model - P3 which stands for people, purpose, performance in the Indian market, which will help identify and develop leaders within organisations who can successfully operate in uncertain and dynamic markets.
The P3 Leader Model assesses inherent enablers on parameters such as adaptability, drive, endurance and brightness to identify and invest in leaders who have their greatest probability for success. It also helps develop and coach the behaviours that matter the most so the individual can get better at making decisions, harnessing the team’s talent and delivering results.
According to Prashant Pandey, country manager at Right Management, identifying the right leaders who will take the organisation to the next level has become even more critical in light of the recent shifts in talent management. “Earlier in talent management spends, organisations tried to cover more people and keep everyone happy. The average spend per person was low. Now companies want to have a focused investment strategy, identify the best bets and make more specific ROI-focused investment. They are becoming more clinical in terms of identifying talent, seeing where the money is going and demanding better ROI on that spending.”
