Download Senior leadership development: the coo*s role

SENIOR LEADERSHIP
DEVELOPMENT: THE COO’S
ROLE
Lisa Brown Morton, SPHR
President & CEO, Nonprofit HR
November 3, 2016
2015 LEADINGAGE Annual Meeting & Expo
LEADERSHIP MATTERS: PRACTICES &
TRENDS IN LEADERSHIP RETENTION &
DEVELOPMENT
HOW DO WE DEFINE LEADERS?
C-Suite
 CEO,
COO, CMO, CDO, CIO
D-Suite
 Director
level executives
WHY INVEST IN LEADERSHIP?
Leadership
Development
Leadership Retention
Leadership
Succession/Continuity
LEADERSHIP RETENTION &
SUCCESSION PLANNING
According to Bersin by Deloitte’s 2015 Human Capital
Management Trends Report:

Trend #1: Engagement and culture skyrocketed to the no. 1 issue around
the world, with 87 percent of companies rating it important or very
important vs. 79 percent last year.

Trend #2: Half the respondents rated their leadership shortfalls as "very
important," while only 31 percent believe their leadership pipeline is
“ready.”

Trend #3: Learning and development issues exploded, rising from the no. 8
to the no. 3 most important talent challenge in this year’s study.
Facts About Research/Data On
Leadership Retention
 Research
on executive (leadership) retention/turnover is very
limited with very few studies focused on executive management -majority pertain to the CEO exclusively.
 Scant
research-based evidence is available to guide organizations
about how to retain executive leadership effectively. Most
research is focused on compensation (i.e. “golden handcuffs”)
 Organizations
need to be very clear about which leaders should
be retained and when, and under what circumstances turnover of
a leader should be allowed— or even encouraged.
Facts About Research/Data On
Leadership Retention

More research is needed to better understand factors impacting executive
retention including:

Retention bonuses

Basic research on sources of satisfaction, commitment and engagement
among senior managers

Onboarding, and other mentoring and socialization programs for senior
managers

The effectiveness of counter-offers as a retention strategy
Source: 2015 Bridgespan.org Survey of 438 C-Suite Executives
Source: 2015 Bridgespan.org Survey of 438 C-Suite Executives
January 2013 Ziegler CFO Hotline Survey on Succession
Planning:

Over 36% of CEOs had served 15+ years

33.6% are within 1-5 years of retirement

27.9% are within 10 or more years of retirement

60.1% of respondents operate without a formal succession plan*
WHAT IS LONG-TERM CARE’S REAL LEADERSHIP
CHALLENGE?
2015 Nonprofit Employment Practices Survey reports that 68% of nonprofit organizations operate without a
succession plan
According to Bridgespan, little has
changed over the last 10 years “in the No.
1 concern expressed by boards and CEOs:
succession planning.”
Only 30% of C-suite roles in the nonprofit
sector were filled by internal promotion in
the past two years—about half the rate
of for-profits.
http://ssir.org/articles/entry/the_nonprofit_leadership_development_deficit#sthash.rkNGSV0t.dpuf
Why Invest in Succession Planning?
Research suggests that:
 the time it takes for an external hire to become
productive is twice as long as for someone hired from
within;
 the true costs of onboarding an external hire are up to
twice the departing executive’s salary; and
 that as many as 40 percent of externally hired executives
fail within the first 18 months.
Jean Martin, “For Senior Leaders, Fit Matters More than Skill,” Harvard
Business Review, January 17, 2014.
LEADERSHIP DEVELOPMENT
UNIVERSAL ELEMENTS OF LEADERSHIP
Structure of a system influences what
happens within it including individual
behavior & interactions
Systems
Leadership
Effective leaders
encourage trust & loyalty;
model leadership
behavior & demonstrate
emotional empathy
People
Leadership
Self
Leadership
Adapted from Chatsworth Consulting Group
Effective leaders are
authentic, self-aware and
able to demonstrate
emotional intelligence
LEARNING & DEVELOPMENT MODEL
70/20/10 Model for Learning and Development

asserts that adults learn approximately 70 percent through on-the-job
stretch opportunities

20 percent through coaching and mentoring

10 percent through training programs to grow discreet
What does leadership development look like in YOUR organization?
NONPROFIT LEADERSHIP DEVELOPMENT MODEL
Engage
Senior
Leaders
Understand
future needs
Develop
future
leaders
Hire leaders
externally
as needed
Monitor &
improve
practices
Source: Bridgespan Nonprofit Leadership Development Toolkit
Q&A
NONPROFIT HR
LISA BROWN MORTON, CEO
[email protected]
202.785.2060
@NONPROFITHRCEO