30% of organisations do not have a bench of next generation leadership, Korn Ferry survey finds
Thirty-nine percent of those surveyed believe their organizations either mostly or fully have the right talent to succeed in today’s changing global environment and 46 percent believe the talent in their companies either mostly or fully have the right mindset required for global expansion.
However, survey respondents, who hail from 49 countries, noted a focus on leadership ownership, or buy-in to the importance of a global talent management approach, as the biggest factor detracting from talent management efforts. In fact, 28 percent cited this as the top issue, with only 12 percent citing lack of budget/funding.
“Global talent management is essential to an organization’s health,” said Andrés Tapia, senior partner, Leadership and Talent Consulting, Korn Ferry. “While many executives believe their talent programs are effective, continued focus needs to be on the way that leadership candidates are being developed and their ability to seamlessly lead across borders.”
Tapia continued, “Effective global succession management requires companies to promote and develop people not only based on & lsquo;what they do’ but & lsquo;who they are.’ That means finding and developing leaders who have a blend of the right competencies and experiences, as well as the right personal traits, such as assertiveness, risk taking and logic plus motivators such as autonomy, status and challenge. When companies evaluate the full person, they will achieve greater success.”
The survey, which was conducted by the Korn Ferry Institute in March of 2014, covered more than 100 senior-level executives from 49 countries. The results were released at a recent gathering of Fortune 500 executives.
• Is your organization ready to promote its talent?
a. Ready now
b. Somewhat ready
c. Not ready at all
• Perceived barriers and derailers – what are the most important factors detracting from your enterprise’s readiness?
a. Leadership ownership
(or buy in to the importance of global talent management)
b. Organizational structure
c. Cultural factors
(e.g., the organization manages things more independently by region)
d. Talent issues
(i.e., don’t have the right competencies, experiences and dispositions to manage the talent effectively)
e. Lack of budget/funding
f. Technology issues
• Do you feel your organization has the right talent to succeed in this changing, global environment?
• Does your talent have the right experiences to help it succeed in the current business environment?
• Does the talent in your company have the right mindset required for global role expansion?
• What competency listed below is most critical to the success of your global organization?
a. Values differences
b. Develops talent
c. Attracts top talent
d. Drives engagement
e. Interpersonal savvy
g. Communicates effectively
h. Global perspective
i. Cultivates innovation