Dear HR Associates,

Iam HR manager for an IT Product development company.We are under going major structural changes with our organisation, which includes our US conter part too.

The structural changes demands employees to take charge of things and keep things moving.

The major challenge is now we need to evaluate the employees in terms of their leardership qualites [need to figure out who have the capability to lead & take initiate and who are the followers] This helps us in getting the actual person rather than imposing some one as leader or project a person who actually does't have the qualities.

How do i figure out?

Please advice.

masterhr

Dear,

You can do this as a structured process, of assessing and mapping individual alignment with organizational requirement, if you have competency framework (role-behavior matrix) and your defined leadership compentecies in place.

In case you do not have one, you can take the JD/role of people who are likely to be part of this shift and create what are some of the leadership competencies are needed for the new scenario. Then map what they do (or would be doing next) with what is required to be done at their future role (the later could come from the sr members of the team as what it ought to be). Ask people to rate themselves on this matrix. Facilitate alignment, understanding and draw out plan.

Best regards,

Rajesh Roy

Dear colleague,

My reco:

1) Leadership is all about how many leaders you have created and not how many followers. It is about herding the lot in the chosen direction, from the behind. You could look at the Managers, under scrutiny, through this lens
2)You could give them all a case to analyse and make a presentation to the senior management team and check orientation of the contenders on process- result, vision-transaction dimensions.
3)You could expose all the Managers , in contention, to an outbound event- facilitated by human behaviour professionals- and look at what separates the men from the boys.

Cheers,
shawn

Hi,

You can go for Assessment & Development Centre for your employees. First step would be to list down competencies required at a particular level e.g. Achievement orientation, Team work, attention to detail and so on. Different levels would have different competencies.

You can then assess individuals on these, by exercises like group discussion, role play, competency based interviews.

Some competencies would be "strength" for a person, some would be his/her "competency" and some would be his "improvement areas".

Based on this analysis, you can choose your Fast Track employees, who will be your leaders.