Thread Started by #sahilkataria

Hi Experts,
I want to prepare some of my seniors(non-technical) for leadership positions or next position in the hierarchy. I have to specifically develop and assess them on two competencies:
1. Execution excellence(includes knowledge of business acumen, delegating, assertiveness, fair judgement, time management and prioritization and sense of urgency and agility in execution)
2. Tenacity of purpose (includes performance driven, problem solving and achievement oriented)
What are the options I can go for?
One is case study but I need some others. But they should be able to do it in a week's time and on their laptop.
Share some TED talk links or other links to prepare them as well (if possible)
Thanks in advance
4th February 2015 From India, Delhi
Dear Sahil,
Developing leadership competencies is time consuming process. To build the competencies that you have mentioned, it would take couple of months or may be year. Two important competencies you have missed out i.e. Conflict Handling and Decision making skills. Time management depends on these two important competencies.
Secondly, what is the nature of your industry? Which level these leaders belong to i.e. GM, VP etc, which departments these leaders belong to that also you have not mentioned.
Please give little more information then it will be possible to provide the right solution.
Thanks,
Dinesh Divekar
4th February 2015 From India, Bangalore
Dear Dinesh,
Thank you for your reply.
The industry is IT services and solutions. I do not want to develop these competencies in detail as of now. Consider it as an assignment where I want to judge that at what level are my employees actually are. And say to do that assignment, I am providing them with some useful links or videos. The level of the employees are Senior Managers.
For example, I used to give them cases, and they had to submit their solutions within a week. Finally when they were evaluated for their readiness for their next position, this thing form a part of the evaluation, as they had to present it in front of the assessor.
Regards
Sahil Kataria
4th February 2015 From India, Delhi
Dear Sahil,

What you are doing is to just checking the knowledge of competencies. However, possession of knowledge of competency does not mean the possession of the competency itself. As written in previous post, it takes months and years to build the competencies. After their test what needs to be done is to assign senior managers to some guide or mentor, wherein he/she helps the manager in implementation of the knowledge. Competencies cannot be built without feedback. With no feedback, the managers may have a feeling that what they are doing is adequate. Rather they could start gloating for having completing test on competencies.

Secondly, what is your level to judge the senior managers' knowledge? What is your designation and what department you belong to? Will they accept you as assessor? Or is it your perception that they will accept whatever you tell them?

Lastly, you have written that "I do not want to develop these competencies in detail as of now." If not now then when you want to do the complete job? Whatever incomplete job you are doing now, if it is considered as complete job by your senior managers then what are you going to do?

For Inner Genius: - 360 Degree Appraisal, howsoever this concept catchy or tempting may be, its introduction requires lot of organisational maturity. What worked in top notch IT companies may not work in SMEs. You need to have supporting organisation culture, else it does more harm than good. There are cases where "360 Degree Appraisal" became "360 Degree Perception Survey" about a person and this very OD tools became cause of the employee attrition.

Thanks,

Dinesh Divekar
6th February 2015 From India, Bangalore
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