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Kornferry Test Results ALB
1.
Oct 6, 2015 Executive
Report Antonio Leon de la Barra Romero Co-propietario / Socio Urban Tribe © Korn Ferry 2015. All rights reserved. | Personal and Confidential
2.
Korn Ferry’s Four
Dimensions of Leadership How well you perform in the workplace is governed by four factors: competencies, experiences, traits, and drivers. Research shows these four areas to be highly predictive of performance differences, and correlated with all key talent variables: engagement, retention, productivity, leadership effectiveness, and leadership potential. By taking into account all four dimensions, you get a high-resolution view into how your abilities fit a specific role, culture, or business context. Competencies Skill and behaviors required for success that can be observed. FOR EXAMPLE Decision quality, strategic mindset, global perspective and business insight. Experiences Alignments or roles that prepare a person for future roles. FOR EXAMPLE Functional experiences, international assignments, turnarounds and fix-its. Traits Inclinations and natural tendencies a person leans toward, including personality traits. FOR EXAMPLE Assertiveness, risk taking, and confidence. Drivers Values and interests that influence a person’s career path, motivation and engagement. FOR EXAMPLE Power, status, autonomy and challenge. Executive Assessment Oct 6, 2015 © Korn Ferry 2015. All rights reserved. | Personal and Confidential 2 / 7
3.
Competencies Competencies are the
leadership skills that matter most for success in the 21st century. Korn Ferry has identified key competencies related to high performance in executive roles. Examples include *situational adaptability*, *global perspective*, and *balances stakeholders*. These skills enable you to make a meaningful impact because they determine how you drive results. YOUR COMPETENCIES Ensures accountability Aligns execution Cultivates innovation Financial acumen Develops talent ENSURES ACCOUNTABILITY Holding self and others accountable for meeting commitments. ALIGNS EXECUTION Planning and prioritizing work to meet commitments aligned with organizational goals. CULTIVATES INNOVATION Creating new and better ways for the organization to be successful. FINANCIAL ACUMEN Interpreting and applying understanding of key financial indicators to make better business decisions. DEVELOPS TALENT Developing people to meet both their career goals and the organization’s goals. What This Means for You Your pattern of response indicates you establish systems that monitor organizational performance and hold others accountable for meeting or exceeding objectives. You set clear objectives and allocate organizational resources in order to accomplish strategic priorities. You also tend to champion an innovation-friendly culture and develop breakthrough ideas that build sustainable competitive advantage for the organization. People who respond similarly anticipate and address the downstream financial impact of key decisions and monitor organizational financial performance with the best available data, analysis, and insights. They build a culture that develops talent, ensures leadership excellence, and promotes learning and reflection Ensures accountability is strongly associated with performance at all levels of leadership. When you have this skill, you are more likely to be seen as promotion- ready. Aligns execution is a very important skill across all leadership levels, and it is correlated with strong performance as well as promotion for leaders. However, most leaders are only average in this area. Fortunately, it is easier to develop than most leadership skills. Cultivates innovation is a very rare skill that is correlated with high performance at executive levels. In fact, this skill is related to promotion at all levels of leadership. Financial acumen is a specialized skill that can be developed with time and experience. It is crucial for performance and associated with promotion for mid-level and business unit leaders. Develops talent is an extremely rare skill across all leadership levels. For most leaders, this is their lowest- ranked leadership skill. It is harder to develop than most skills. Executive Assessment Oct 6, 2015 © Korn Ferry 2015. All rights reserved. | Personal and Confidential 3 / 7
4.
Traits Traits are personality
characteristics that exert a strong influence on your behavior. These include attitudes, such as optimism, and other natural leanings, such as social astuteness. Traits are core to who you are, but they don't represent a predetermined fate. Depending on the role and context, specific traits may be more or less crucial for success. Korn Ferry has identified three key trait categories for executive candidates. YOUR TRAITS SOCIAL LEADERSHIP ENERGY AGILITY SOCIAL LEADERSHIP Influence, collaboration, and interpersonal awareness that advances collective goals. AGILITY Adaptability, curiosity, and innovative thinking in conditions of ambiguity and risk. ENERGY Vitality, resilience, and drive for achievement in spite of obstacles. What This Means for You Individuals with scoring patterns like yours tend to tackle complex challenges with a mix of creativity, flexibility, and careful analysis. You likely motivate and influence others with an effective balance of strong interpersonal skills, emotional intelligence and a focus on relationships. Your pattern also suggests you approach challenges with a strong level of commitment and drive, and will not back down from obstacles and setbacks. Energy is related to high performance as well as overall career success and management level. It is a quality that brings resilience and achievement orientation in the face of ambiguity and obstacles. A particular area of strength for you within Energy is the degree to which you are steadfast in pursuit of personally valued long-term goals, despite obstacles. People with high scores in this area tend to excel in upper management roles that involve managing high levels of ambiguity, particularly in highly cohesive cultures. Executive Assessment Oct 6, 2015 © Korn Ferry 2015. All rights reserved. | Personal and Confidential 4 / 7
5.
Drivers Drivers are the
preferences, values, and motivations that influence your career aspirations. They affect your career choices, professional goals, your expectations for the future, and the degree to which certain kinds of opportunities and environments will energize and spark your passion. Research shows that one of the most important predictors of success in a leadership role is culture fit (a match between individual and organizational values). When the culture of an organization offers opportunities and rewards that are synergistic with what drives you, you're far more likely to thrive in your role, as well as feel engaged, committed, and satisfied in your job. YOUR DRIVERS BALANCE Motivated to integrate work and life in a sustainable, enjoyable, and meaningful way. COLLABORATION A preference for work-related interdependence, group decision making, and pursuing shared goals. STRUCTURE A preference for process-oriented, structured and stable work environments CHALLENGE Motivated by achievement in the face of tough obstacles. INDEPENDENCE Prefers an entrepreneurial approach and limited organizational constraints. POWER Motivated to seek influence, recognition and increasing levels of responsibility. What This Means for You According to your assessment, your primary Drivers fall into the Structure and Collaboration categories. This means you prefer work that follows well-established processes and best practices. You are motivated by the opportunity to work with others on a common goal. An ideal role would be an executive team lead in a mature, steady growth environment. In general, you may be less energized in situations characterized by high visibility and status and more interested in the intrinsic value of the work. People driven by Structure excel in roles requiring a high degree of expertise. Structure is a good match for highly cohesive cultures. People driven by Collaboration prefer to work interdependently toward a collective goal. Collaboration is a good match for cultures that promote a team-oriented environment and partnership across boundaries. Executive Assessment Oct 6, 2015 © Korn Ferry 2015. All rights reserved. | Personal and Confidential 5 / 7
6.
Experiences Experiences are the
roles and assignments that make up your career history and resume. Examples of experiences include things like managing a turnaround, taking a global assignment, or managing a crisis. Learning from experiences is instrumental to developing readiness for new challenges and roles. Korn Ferry has identified the qualities that make an experience most developmental. Highly developmental assignments are those that take you out of your comfort zone and involve high visibility, a risk of failure, ambiguity, and a broad scope of responsibility. YOUR EXPERIENCES As you take inventory of your past experiences and look ahead to future challenges, consider the extent to which the experience meets some of these qualities. Developmental experiences meet most of the following criteria: - Success is not guaranteed - Responsibility rests with you - Working with new people or a lot of people is required - Stakes and pressure are high - Influencing without authority is required - Differs from what you’ve done before - Your work will be under scrutiny - The work represents new territory for the organization - The work requires you to be resourceful - Tests your ability to deal with complexity and ambiguity - Involves some hurdles What This Means for You Learning from your experiences takes your development a step further. Think about what lessons you learned and skills you gained from your experiences. For example, leading a turnaround may have forced you to enhance particular leadership competencies, such as building networks, driving vision and purpose, balancing stakeholders, and making tough decisions. In short, the more difficult and perspective-broadening the experience, the faster it bulks up leadership muscle. But depth of experience also matters: top leaders learn more and improve with added exposure to individual facets of their work, such as strategy or finance. Executive Assessment Oct 6, 2015 © Korn Ferry 2015. All rights reserved. | Personal and Confidential 6 / 7
7.
About Korn Ferry At
Korn Ferry, we design, build, attract and ignite talent. Since our inception, clients have trusted us to help recruit worldclass leadership. Today, we are a single source for leadership and talent consulting services to empower businesses and leaders to reach their goals. Our solutions range from executive recruitment and leadership development programs, to enterprise learning, succession planning and recruitment process outsourcing (RPO). Visit www.kornferry.com for more information on Korn Ferry, and www.kornferryinstitute.com for thought leadership, intellectual property and research. © Korn Ferry 2015. All rights reserved. | Personal and Confidential This report is designed to aid in the growth, development, and placement of the participant. The results are being provided to the hiring organization and will be used to evaluate the participant’s qualifications for the particular position or role.