Healthcare organizations annually commit considerable portions of their budgets to leadership development programs, but little, if any, to actively manage the leadership resources they’ve trained. To maximize the value of the development, a leadership resources management strategy is required to improve retention of an organization’s best leaders, attract additional high potential leaders and assign the right leader to the right opportunity at the right time.
A Leadership Resources Management Solution (LRMS), such as LeadershipRMS™, provides a data-driven approach to strategically manage an organization’s leadership resources. It supplements current leadership development programs and replaces subjective follow up interviews, relationship-based promotions and selections with a quantifiable, repeatable and unbiased leadership management process. It can be the difference between keeping or losing your best leaders, missing out on high potential hires, and promoting people based on leadership practice and potential versus prior functional success.
LeadershipRMS™ helps detect leadership challenges at the organization, team and individual levels by:
• Identifying an organization’s best leaders to develop better strategies to retain them as well as grow and monitor the next level of leaders.
• Identifying teams with toxic, unbalanced or dysfunctional leadership situations enabling the organization to take steps to minimize the loss of valuable talent resources due to mismanagement.
• Identifying gaps in an individual leader’s practice of leadership and providing coaching to guide them to improvement.
Identifying an organization’s best leaders is the most powerful and illuminating outcome of this solution as it enables an organization to segment their leaders into tiers and apply overall general management strategies to each
one. For example, Tier 1 contains the best leaders with the general strategy of keeping or retaining them as a top priority. Tier 2 contains the next level of leaders that you would like to grow into Tier 1 leaders. Tier 3 leaders should be monitored to determine if they can move up to a higher tier, stay in their current tier or fall into the ‘All Others’ tier.
one. For example, Tier 1 contains the best leaders with the general strategy of keeping or retaining them as a top priority. Tier 2 contains the next level of leaders that you would like to grow into Tier 1 leaders. Tier 3 leaders should be monitored to determine if they can move up to a higher tier, stay in their current tier or fall into the ‘All Others’ tier.In addition to better leadership resources management, LeadershipRMS™ has several secondary management benefits, such as:
• Removing or minimizing bias in the leadership selection, promotion, assignment and hiring processes.
• Better management of the human resources pipeline of prospective leaders.
• Improving diversity, equity and inclusion initiatives by providing a quantifiable means to ensure equal access.
LeadershipRMS™ is powered by a the Leadership IMPACT Assessment™, a tool that assesses the application of proven leadership behaviors. It measures 9 dimensions of behaviors summarized into 2 categories: the Potential for Leadership and the Practice of Leadership and replaces subjective interviews, relationship-based recommendations, and biased opinions with quantifiable, actionable data.
To learn more about implementing LeadershipRMS™ at your healthcare organization or to schedule an information session, please go to LeadershipRMS.com.