Egon Zehnder
Search
Select region
Close filter

Originally published in Harvard Business Review, October 23, 2017.

Corporate leadership development programs aren’t working. Less than a quarter of executives at the organizations that have them think they’re effective. Evaluations of managers at thousands of corporations suggest that 72% have what it takes to grow into C-suite roles. How can we bridge the gap between this raw talent and executive success? By following four steps:

  • Determine the most important competencies for leadership roles in your organization.
  • Assess employees’ potential by looking at the five predictors associated with success – motivation, curiosity, insight, engagement and determination.
  • Map people’s potential to the competencies required in various roles.
  • Give emerging leaders the opportunities, coaching and support they need to strengthen the critical competencies.
     

Get the full picture

 

Topics Related to this Article

Related content

Competency and Potential – A Model for Private Equity Operating Partners

Competency and Potential – A Model for Private Equity Operating Partners

Private Equity

The battle cry of private equity, with clever financial engineering no longer a differentiator and much of the investable universe having shifted from mega-deals… Read more

A Team of 4,000: The Keys to Effective Presidential Appointments

A Team of 4,000: The Keys to Effective Presidential Appointments

Executive Search

A Team of 4,000: The Keys to Effective Presidential Appointments. Exceptional times require exceptional leadership teams. Now that the presidential election is over, the… Read more

The Changing Role of Today’s CFO

The Changing Role of Today’s CFO

Executive Assessment & Development

Egon Zehnder recently organized a forum to discuss the role and responsibilities of the CFO in dynamic environments. The global financial crisis put the… Read more

Back to top