Dr. Harry Kantrovich, Chief Learning Officer, City of Alexandria - CLO USA 2017

Finding the Future Leaders WithinDr. Harry J. Kantrovich

IDENTIFYING UNSUNG HEROES

SOCRATES

"Socrates was a wise, Greek philosopher who walked around giving advice to people.”

“They Poisoned Him!”

High PotentialThe potential, ability, and aspiration for successive

leadership positions

Overlooking ContextContext is a Critical Component

What is the Program For? Focus on Context

Four Common Mistakes Why Leadership Programs Fail

Decoupling Reflection From Real Work Curriculum: Delicate Balancing Act Classroom Retention = 10%

Tie Leadership Development to OJT Make Every Project a Leadership

Opportunity


Underestimating Mind-SetsAddress Root Causes

Identify “Below the Surface”Promote Delegation & Empowerment


Failing to Measure ResultsQuantify the ValueMonitor the Impact


Glenn Llopis – CEO Glenn Llopis Group

Variety of Metrics to define Employee Potential

Critical Behaviors & Disciplines Needed to Advance as a Leader

Scorecards Evaluated Vice the Person

“Today’s short-term, rapid-paced, mobile, virtual, trust-demanding and politically-infused world of work makes it more difficult than ever to get discovered and most importantly – properly evaluated and considered for career advancement opportunities.”

LLOPIS QUOTE ON SCORECARDS

1. Early Identification of Leadership Talent

Start with Someone Less Experienced Millennials = Future of Workforce

Kevin Cox Two Emerging Trends

2. Accelerated Leadership Development

Talent Identification = Training and Attention

Accelerated Programs = Promotions Calling the Shot vs. Being the Shooter Recognizing Potential = Commitment

Kevin Cox Two Emerging Trends

Dr. Herb Greenberg and Patrick Sweeney:

“It is important for any organization to actively identify high potential individuals, rather than assume the best leaders will just emerge without support and training, and be able to gain the skills and experience needed to lead in the future.”

Emerging Leaders: Closer Than You Think

Identify PotentialEvaluate What an Employee Can Do


Create an EnvironmentAllows for the Development of Leaders


Value QuestioningThose Who Ask = Those Who will Step-Up


Kate Loehrke of J.J. Keller:

◦High Potentials = 3-5% of Employee Population◦Employees Identified in your Organization Different

From Those in Another Organization◦Consistency and Clarity needs to Be Consistent in

Identification Criteria◦Proceed Carefully When Identifying HiPos:

Erroneous Identification Can be Costly

How Do We Evaluate High Potentials?

1. Focus on High Potential – Not Performance

Performance Defines Ability & ExpertiseLook for Aptitude, Desire & Potential

7 Ways to Identify Leaders

2. Note Level of EngagementIndividual Must Feel Invested

Does Employee Go Above & Beyond


3. Catalyst or Watcher?Who Makes Things Happen?

Watchers and Waiters


4. Are They AccountableLeaders Not Afraid to Hold Themselves Accountable


5. Observe Multi-Tasking AbilitiesGive Extra Responsibilities Can They Handle the Extra Tasks?


6. Evidence of Empathy and Emotional Intelligence

Is the individual a good team player? Does he or she help others? Or put others before themselves? Does he or she take time to interact with other employees? Does the employee focus on building personal relationships?

Is the employee a people person?


7. Remarkable Communication SkillsExplain Ideas Clear & Concise

Deals with Specifics


Will you now look differently at how your organization identifies your future leaders, your unsung heroes, or will you go about your normal routine? You are the difference makers.

Please Ponder This: Will you now look differently at how your organization identifies your future leaders, your unsung heroes, or will you go about your normal routine?

Dr. Harry Kantrovich, Chief Learning Officer, City of Alexandria - CLO USA 2017

Recruiting & HR

Transcript of Dr. Harry Kantrovich, Chief Learning Officer, City of Alexandria - CLO USA 2017