New research from PBC covering the results of nearly 30,000 360 profiles of managers has reviewed the answers. By looking at senior roles, specifically CEO and C-suite results at the 75th percentile, we get key insights into benchmarking the best.
Four super competencies emerged. They have a strong achievement focus and are strategic. In short, they are pushing for results. They are also inspiring and emotionally intelligent. They know how to create employee engagement. The four competencies and 360 behaviors are as follows:
Engagement pays
Global research shows that a leader has at least 50% impact on the performance and culture of a team. Leadership is consequential, measurable and improvable. We use Hogan 360 and personality assessments. Engagement drives performance, motivation and retention. It impacts financial and operational outcomes as well as the customer experience.
The best leaders demonstrate sound competencies with both their soft and hard skills. The reputation of a leader should be the engagement and performance of their team.
The good news is that leadership is learnable. Using Hogan Assessments brings science to the journey of continuous improvement. Coaching and leadership development programs should aim for self-awareness and self-mastery of new competencies to build performance, reputation and career success.
Measuring and improving key business drivers
There are five types of assessments available to businesses. There are 3 measures of leadership. They are personality assessments, a 360 review and a team assessment. The next two assessments relate to stakeholder satisfaction that measure employee engagement and customer satisfaction. They pick up on both the employee and customer experience.
The challenge is to understand, measure and improve the causal link between leadership, engagement and performance.
