Predictive Success Blog

As 2017 comes to an end it is important to adopt a forward-looking lens, especially when assessing leadership. According to the Conference Board of Canada, leadership capacity and development continue to be prioritized by employers. As a result, for 2018 and beyond employers must plan an escape from their leadership crunch by creating an effective succession plan.

What is your Bench Strength?

One major recruiting faux-pas that many organizations fall victim to is hiring purely for skill and forgetting to assess leadership potential. By doing so, “less than half of organizations have enough leaders in their pipeline to guarantee smooth transitions” (Cooper & Jackson, 2017). Without leadership ability, many hires make a limited impact and organizations are left with a dangerously limited succession plan.

How HR Analytics Can Help

Beyond utilizing assessments for cognitive ability, behavioural assessments allow organizations to discover critical skills in candidates that can predict leadership ability. Beyond recruitment, Doug McCann explains in this Predictive Success video that analytics can help an organization understand the impact that the new manager may have on the team. As a result, investment in assessments such as the Predictive Index Behavioural Assessment™ can help organizations to bolster their bench strength in their initial recruiting process, as well as build their succession plan based on team culture and dynamics.

The Predictive Index Behavioural Assessment™

Analytics tools such as the Predictive Index Behavioural Assessment™ provide insights into the motivations and drives of human behaviour. As a result, it can help you predict specific workplace behaviours, including leadership ability.

If you are interested in learning more about the Predictive Index Behavioural Assessment™ click here, or to view how all our workforce analytics can help you make better people decisions, click here.

Source: Cooper, J., & Jackson, S. (2017, February 1). Talent Management Benchmarking.