1. Profiting from Three Key Leadership Imperatives
Paul Meskanick
Director, Marketing

2. Three Key Leadership Imperatives
Heightened Importance of Leadership Planning and Execution
Continued Struggles with Succession Planning
Demands for More Effective Leadership Development
© 2010 Vangent, Inc. All rights reserved

3. Heightened Importance of Leadership Planning and Execution

4. Heightened Importance of Leadership Planning and Execution
Executing in the current economic climate, planning for the future
Producing more value with less resources
Ensuring motivation, engagement
Battling intensified global competition
Identifying new markets / products
Adjusting to increased board / regulatory pressures
CEOs, presidents, and chairman
indicated that Top-Line Growth is
their top challenge for 2010.
Other Top 10 challenges include:
Customer loyalty / retention
Profit growth
Government regulation
Source: The Conference Board, CEO Challenge 2010:
Top 10 Challenges
The Conference Board Top CEO Challenges
Leadership effectiveness is being challenged as never before

5. Continued Struggles with Succession Planning
High failure rate of executives brought in from the outside
Succession plans limited to CEO or C-Suite
Inability to distinguish between high performance and high potential
Lack scalability and consistency
Scalable, researched-based process
Typical State of Succession Management
Recommended State of Succession Management
Successors hand picked from circle of influence
Candidate pool scope widened
Diversity gaps
Diversity increased
Reactive development & promotion decisions
Prescriptive development / data-driven decisions
Organizations should look to identify and develop future leaders from within

6. Demands for More Effective Leadership Development
Increased demands on leaders’ time dictates more time-efficient development options
New business challenges require more relevant (situation-driven) development
Prescriptive vs. one size fits all
Considers both the individual and group
Development based on objective measures
Data-driven
Considers feedback from key stakeholders
Organizations ranked improving leadership skills as their top talent priority for the next six to 12 months (62%)
Improving Leadership Development was rated as the number one initiative undertaken by Talent and HR Managers to address the current quarter’s business challenges (39%)
Source: Bersin & Associates, TALENTWATCH Winter ‘09
Bersin and Associates
Development: Greater demands, greater expectations

7. Demands for More Effective Leadership Development
Harvard Business Publishing
December 2009 survey responses from nearly 400 Learning and Leadership
Development Professionals indicated:
Top 2010 LD priorities are performance management, coaching, & succession planning
“Develop talent” was rated as a very important or important capability – by over 91% of respondents
“Develop talent” was a capability in need of development according to 55.7% of respondents
“Not all leaders are equipped to develop and coach talent. There’s a real
opportunity here – the organizations that engage their leaders in developing
others see big returns.”
– Gwen Gulick, Senior Marketing Communications Manager
Source: Harvard Business Publishing, Leading the Way Corporate Learning and Leadership Blog, Leadership Development in 2010: What’s on the Radar?

8. Why These Leadership Imperatives are Important
Address a leadership paradigm shift
Spell out key challenges and opportunities
OD can take the lead in addressing these challenges and becoming an agent of change
© 2010 Vangent, Inc. All rights reserved

9. Consulting and Coaching Challenges
Consulting spend / budgets more scrutinized
Crowded competitive landscape
Organizations (clients) looking for more immediate impact
Offering portfolio may not include the right mix of tools to address key leadership challenges
© 2010 Vangent, Inc. All rights reserved

10. Positioning OD for Success‘ ‘
Positioning OD for Success
With the right mix of tools and strategies OD Consultants and Coaches can be well positioned to capitalize on opportunities arising from today’s leadership imperatives, and take the lead on becoming an organizational agent of change.

11. Vangent Inspire
Vangent offers a comprehensive Leadership and OD Consultant certification program – Vangent Inspire
Powerful program focusing on the science, application, and implementation of two world-class leadership assessment tools:
System for Testing and Evaluation of Potential (LH-STEP™)
Campbell™ Leadership Index (CLI®)
© 2010 Vangent, Inc. All rights reserved

12. Vangent Inspire Benefits of becoming a Vangent Inspire Affiliate:
Extend your solution set, improve coaching / consulting outcomes, increase revenues
Improve positioning for succession planning, leadership development, talent management initiatives
Establish rock-solid consulting rationale
Gain access to well-known, proven product line
Receive substantial product discounts
© 2010 Vangent, Inc. All rights reserved

13. Vangent Inspire Questions we help you answer:
How can I offer my clients more consulting / coaching value?
What can I do to improve my chances of developing a “foothold” with clients?
What can I do to differentiate my practice and compete more effectively?
How can I leverage assessment-based coaching in my practice?
What are the critical business drivers that predicate a need for consulting / coaching, and how can I uncover and leverage them to develop new business?
© 2010 Vangent, Inc. All rights reserved

14. success
creativity
innovation
leadership
the future

15. Thank You! Closing For more information:
John Correll Vice President, Organizational Development
© 2010 Vangent, Inc. All rights reserved