How assessments help people realize their potential and companies understand their people.
Today many organizations are struggling with finding and developing the right leaders to help their organization transform to the digital era and bring people along during times of change. At the same time, we are seeing a significant shift from HR technology which focuses on driving efficiencies and streamlining processes, to data and insights which enable us to predict leadership potential and deliver a better employee experience throughout an individual's career journey.
A good leader today looks different than a good leader in the past. In fact, almost 9 out of 10 HR practitioners do not believe they have the leadership talent to drive success in today’s emerging digital era. Leaders of every sized-company and sector need to lead differently to capture opportunity and stay relevant. That’s why Right Management, ManpowerGroup’s career development experts, developed the P3 Leader Model – focused on people, purpose and performance – designed to identify and develop the leaders needed in today’s fast-changing world of work.
The P3 Leader Model assesses four key “inherent” enablers: drive, adaptability, brightness, and endurance. Leaders must exhibit some degree of each of these enablers in order to lead through ambiguity and change. The assessment also identifies three capability areas that can be coached, including the leader’s ability to accelerate performance, dare to lead and unleash talent. Each capability area maps to several competencies that the leader can develop. Leveraging the P3 suite of assessments, organizations can gain insights into leader behavior and can construct a personalized development plan.
Right Management knows this model works. We partnered with TomTom, one of the world’s premier developers & creators of navigation technology and consumer electronics providers, to assess their leaders as part of their digital transformation. In six months, 750 managers were assessed for their leadership potential in 35 different countries. TomTom’s investment to identify the right people is what helped them move to and through their digital transformation.
Moving from hiring and developing leaders on gut instinct to a data-driven analysis of potential helps identify and develop more diverse leaders. Evidence shows people are more likely to hire people like themselves. Professionally-designed interviews supported by well-designed assessments decrease bias while increasing the quality of the hire, better predicting potential and finding more diverse leaders. And that can only be a good thing for companies and for individuals.