Development of Executives

Leadership program with effect

Many companies have a leadership program in place that unfortunately turns out not to have the desired effect. In a recent study, 75% of 329 companies surveyed said that the output of leadership development was “not very effective”.

Yet, 350 billion dollars is spent annually on leadership development. It’s a worthwhile investment if it can be done properly, as around 30% of job changers cite poor leadership as a reason for their change. Furthermore, Gallup has identified that up to 69% of employee engagement is directly linked to the immediate manager. So it’s clear how costly poor leadership is for companies, even if it’s difficult to observe directly in the accounts.

Good leadership requires that you know yourself as a leader. It requires knowing your employees. Identifying their talents from the talent test provides a deep insight into how their brain works and clarifies what truly drives them to success.

Train your managers to succeed with talent

These alarming figures clearly show the challenges of poor leadership. The follow-up question is then why 75% of leadership programs are described as not very effective.

We postulate that the majority of leadership development is focused on skills and tools for the leader, but that’s the wrong place to start. Researchers have taken a closer look at the problem and have recommended that it is appropriate to work with your cognitive affective processing system.

In short, the way leaders think is the basis for how they receive, process and act on information from the outside world. It is this cognitive system that determines how leaders use the tools that traditional leadership courses and programs give them. There is no point in giving more tools if there is a lack of understanding of how they are used.

Improve your bottom line through talented leadership

How does this translate into better leadership development in practice? Our customers use the TT38 test to identify a leader’s talents. The talents are the basis for the patterns and habits that the leader exhibits, which is the result of the brain’s predictive coding.

This is where the work with leaders starts, as we can use the talents to see what patterns they act in and then make adjustments if there is inappropriate behavior. Insight into leaders’ talents provides an understanding of what beliefs they hold and what barriers to development they face. Armed with this self-knowledge, the leader can more effectively address challenges in the organization.

We end with a quote from Kirstine Andersen’s book Kierkegaard og ledelse:

“Only when the leader reconciles himself to the fact that he is the way he is can he develop. Only when the leader reconciles himself to the fact that others are the way they are and he cannot fundamentally change, is it possible to get them to act differently.”

DID YOU KNOW?

 A META-ANALYSIS OF 1.2 MILLION PEOPLE SHOWED THE FOLLOWING RELATIONSHIP BETWEEN TALENT-BASED EMPLOYEE DEVELOPMENT AND COMPANY OUTPUT:

– Customer engagement: 3.4-6.9% increase
– Employee engagement: 9.0-15.0% increase
– Profit: 14.4-29.4% increase
– Sales: 10.3-19.3% increase
– Low churn: 5.8-16.1% reduction
– High churn: 26.0-71.8% reduction

Statements from happy customers

"In DOVISTA, we view “selection” as one of our most important competences, as our ability to choose the right people for the right position are crucial to creating the optimal organization.

In HR we have until recently based interviews on 4-factor profiles, which is an excellent conversation tool, but at the same time we were aware that we were missing an analysis and development tool.

Therefore, we choose to enter a collaboration with Talents Unlimited on their TT38 “Talent test” which gives us new and better opportunities to put together teams and organization based on a thorough test. It gives us opportunities we haven't had before. The fact that we have chosen to become certified ourselves, is because we see the tool utilized far wider than solely for recruitment, which is why we prefer it in-house, which allows us to work more agile, by having the competence ourselves"

Morten Vehl Revsbeck, HR Director DOVISTA.

"Talents Unlimited conducted the TT38 Talent Test on everyone in our team. It has been an eye-opening process for all parties, where each of us has been identified with personality, values, human top talents and non-talents - as well as their paradoxes.

I, as well as employees, are now geared to individualize the types of tasks we each enjoy the most, so that we can solve them with the least possible energy and get the highest possible output.

I really feel that we have shaped the pieces and we can now start to puzzle and create some even better teams that understand and complement each other's talents.

It will give us a better bottom line. Economically as well as socially"

Lars Skjoldby - CEO & Founder @ Skjoldby & Co

"Personality tests have the effect of providing a rather caricatured - and therefore limited - image of a human being. TT38 is not like that.

TT38 draws a nuanced profile that better takes into account the often very contradictory qualities we each possess. The conclusions are not limited to "blue personality with a little green, so this is who you are", but is based on data on a wide range of personal traits and takes into account the interaction between them. It is all presented in a relatively straightforward way and is complemented by knowledgeable questioning and interpretation by Talents Unlimited, allowing the final nuances to come along

The warmest recommendations from here for both recruitment, efficiency and sheer curiosity"

Emil Zacho - Project manager @ Compell

"In our selection of candidates, TT38 has
predicted the behavior 100% right each time!
The 3 times we chose not to follow the test
the candidate failed!"

Chairman of the HWC Funds MHL - Director Danotherm Electric A/S - Michael H. Laursen

"At Canon, we have a strong focus on hiring the right profiles that can succeed in our highly competitive market. Therefore, in collaboration with Talents Unlimited, we have used the TT38 Talent Test to define a success profile in sales that shows the talents a seller must have to be successful in our industry.
We can see that when we are loyal to our success profile, our success rate is higher in getting a salesperson to succeed in the job. This is of great benefit to both the employee and the company.
We have now gone one step further and have used the TT38 Talent Test in connection with team building in our sales team. The sellers and executives have become more focused on their talents and how they can become even better sellers, as well as how the sales team improve each other with each other's talent contributions"

Chatrin Sjøstrøm – Human Resources Director, Canon

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