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1.
How effective is your organization at identifying leadership potential?
We’re terrible!
We get it wrong more often than we get it right.
We get it right more often than not.
We consistently find rock stars!
2.
What information does your organization use in its succession planning efforts?
Performance data
Recommendations
Personality assessments
Cognitive ability assessments
Situational judgement assessments
Other (please specify)
3.
What information do you wish your organization had available for succession planning efforts?
Performance data
Recommendations
Personality assessment results
Cognitive ability assessment results
Situational judgement assessments
Other (please specify)
4.
What challenges does your organization face in succession planning?
We are unable to identify candidates (i.e. not enough potential talent for succession).
We do not have quality information about potential candidates (i.e. little or biased information).
We find it difficult to develop candidates to become future leaders.
We struggle to retain high potential talent.
We see succession planning as an “HR problem” (other departments have little input).
We engage in succession planning when there is an immediate need.
Other (please specify)
5.
What are the common pitfalls of leaders in your organization?
Lack of self-awareness
Poor communication
Inability to manage change
Operating too independently
Focusing too much on day-to-day issues
Managing the diverse needs of team members
Avoiding conflict
Failing to consider resource constraints
Other (please specify)
6.
What traits do you look for in potential leaders?
Adaptability
Coaching skills
Problem solving skills
Resiliency
Impulse control
Interpersonal skills
Confidence
Optimism
Authenticity
Independence
Empathy
Other (please specify)
7.
As work environments change, our current leaders are able to adapt.
Not at all!
They typically struggle.
They do ok.
They’ve had no problem adapting as needed!
8.
What characteristics set your great leaders apart from others?
