未來領導：成功經理人核心能力

1. 清晰的目標與溝通計劃
2. 了解7個成功經理人核心能力期待
3. 根據7個經理人核心能力來追踪表現（如360度評估）
4. 使用優勢來展現領導人核心能力
5. 持續性地使用優勢
6. 根據7個期待值來持續追踪表現（如360評估測試）

4. 創造 IDP 個人發展計畫

個人發展計畫包括建立堅實的基礎，並不斷地持續發展。幾個重要步驟：

1. 從選擇對的人適應角色開始
2. 認識發展天賦優勢
3. 通過核心能力期待值和優勢發展來實現績效（可以搭配360度評估結果）

兩種幫助企業經理人持續發展的方案與步驟：

1. 認識天份優勢，參與結合探索經理人天賦特質與期待的優勢教練或研討會

2. 將成功經理人核心期待值與個人發展計劃 IDP 搭配以評估發展

3. 根據反饋重新調整 IDP 個人發展計劃評估發展，持續根據反饋重新調整 IDP

Building Exceptional Leadership for the Future

Leadership is more important than ever during a crisis. Right now, it is a mission-critical moment for organizations, a time to build strength at the top of the house that will ensure short-term stability and long-term success. For example, empowered individual leaders throughout an organization can find solutions to your most pressing challenges. Shoring up a bench of leadership talent reduces your risk of being caught out by events and changing regulations and restrictions. To become a successful manager or future leader, you need to know how to:

1. Learn the Leadership Expectations as a manager
2. Utilize Strengths for Developing Leaders
3. Invest in the Right Fit
4. Create your Leadership Development Strategy

1. Leadership Expectations as a success manager

Gallup’s Philosophy
It is important to link Competencies and Strengths to drive Performance. The process involves Define Expectations, Apply Strengths and then Aim Performance. To accelerate the process, companies need to find the right fit for the job first.

4. Inspire Others. Inspire others through vision, confidence, challenge and recognition.

5. Think Critically. Seek information, critically evaluate information, apply knowledge and solve problems.

6. Communicate Clearly. Listen, share information concisely and with purpose, and be open to opinions.

7. Create Accountability. Hold self and others responsible for performance.

Leaders who score in the 75th percentile of the 360 assessment are twice as likely to be a top performer than those with average scores. Gallup’s “Seven Expectations” help organizations align each and every employee on the behaviors that define a high-performance workplace. They also help employees better understand how to tap their potential, become a better teammate and serve the purpose of their organization. Regardless of the role in workplace, each expectation is generalizable.

2. Utilizing Strengths for Developing Leaders

CliftonStrengths Assessment
More than 30 Million people have taken the CliftonStrengths assessment. Through the CliftonStrengths assessment, you can learn about your natural talents. Talent refers to a naturally recurring pattern of thought, feeling or behavior that can be productively applied. Strengths refers to the ability to deliver consistent, near-perfect performance in a specific task.

When you learn about your talents, it is more about working towards the talent and develop it into strengths to achieve performance.

Matching 5 Strengths to Expectation
Align top 5 strengths to one of the 7 Expectations such as to build relationship. Gallup will advise you on how to apply strength to meet expectation, what to look-out for and how to further develop the strengths.

Leader Learning Journey
1. Strong Communication plan
2. Understanding of the key expectations
3. Measuring performance on key expectations (360 Evaluation Test)
4. Individualised journey of action areas using strengths
5. Ongoing application in job role
6. Measuring performance on key expectations (360 Evaluation Test)

3. Invest in the Right Fit

Having a right fit for the role

It will increase speed, productivity & precision, Longevity & Attendance. Organizations that hire the top 20% of candidates benefits from 10% higher productivity, 10% lower turnover, 20% higher sales, 25% fewer unscheduled absences and 30% higher profitability.

The wrong hire can be costly. Not only do you have to spend money to hire and train a replacement, but employing that bad hire means you missed out on the potential performance of a star.

Investing in a strategy to hire and engage employees who have high talent pays off, boosting customer engagement, revenue and profitability.

4. Creating your Leadership Development Strategy

Leadership Development Strategy

It involves building a strong foundation and having ongoing development.

Build a Strong Foundation
1. Start with Fit to Role
2. Develop Strengths
3. Aim Performance by matching expectations and strengths (360 Evaluation Result)