The work world is shifting rapidly. Is your firm keeping up? Today, organizations large and small must be more nimble, responsive, and entrepreneurial than ever before, yet many leaders aren't keeping pace. Top companies are spending billions of dollars a year to train and develop the leaders of tomorrow. Yet, according to the Center for Talent Innovation, nearly 65 percent of U.S. executives describe themselves as "hierarchical," "old school" or "command and control" – precisely the leadership styles that stifle organizational success. READ MORE
Traditional leadership development programs and trainings are simply not preparing leaders for the business challenges, opportunities and imperatives around them. In a global economy, are your leaders prepared to fully leverage the diverse perspectives around them to understand and win in the global marketplace?
There is a huge prize to be won by organizations who invest in the right leadership capability and accountability – one that can be measured and has proven impact. Research by the Center for Talent Innovation shows that Acquired Diversity® - a leadership skill set directly linked to better team dynamics, employee engagement and bottom-line profits is a critical for global competitiveness. read more
Developing Acquired Diversity is at the heart of our focus on leadership. The best leaders, we have found, leverage the power of difference to drive innovation, entrepreneurship and creativity. Acquired Diversity® can be mapped, modeled, and taught – and is critical to corporate success now and in the future.
1. Innovation Culture Diagnostic
To nurture and drive true innovation, companies need leaders who will fully leverage the talents of all employees around the world. Diversity, in essence, is the key to innovation. If companies neglect to cultivate inclusion, the power of difference is lost – and great ideas go unheeded or unexecuted.
We believe that creating an inclusive culture of innovation starts with critical measurement. What does success look like at your organization? How is failure handled? Do all employees – including women and minorities – feel heard? What is the risk appetite of the leadership? What is the potential payoff to the business if leaders lead differently?
By taking deep-dive qualitative and quantitative assessments of your culture, we establish baseline data that can help you measure current leadership behaviors against those that drive inclusion and innovation. With proven diagnostic tools and an actionable strategic planning, we help transform organizations into cultures of innovation – and global success stories.
2. Identification and Celebration of Leadership Role Models
Collaborative, inclusive leadership is critical to organizational innovation, yet the vast majority of executives operate in traditional, hierarchical ways, negatively impacting a company's ability to harness the diversity that links to great innovations.
The answer? Find, celebrate and learn from the "role model" leaders within a company who have mastered an inclusive, collaborative business style.
The leaders we look for in the role model process are those who demonstrate the behaviors of Acquired Diversity® – they fully understand and leverage all the people around them – no matter their background, difference or personal style - and as a result create innovative business, customer and market solutions. The power of this kind of leadership is that it can be learned. By unpacking in detail how great inclusive leaders operate, codifying those behaviors through case studies and road maps, we help build the foundations for culture change. This analysis builds the foundations for broad applications through leadership development programs, performance reviews, competency alignment and broad communications.
In this way, employees see that a company's diversity and talent commitments are actionable – and rewarded.
3. Executive Development
We believe Acquired Diversity® is critical for any organization's success in a global world.
Leaders who consistently demonstrate this key set of inclusive leadership behaviors boost employee retention and engagement, while enabling their teams to drive forward the innovation that leads to marketplace success, research by the Center for Talent Innovation shows.
To develop inclusive leaders, we offer robust peer-to-peer training, interactive classroom exercises and unique experiential fieldwork, along with formal competency and review processes that create accountability for Acquired Diversity® skill sets.
We work with you to uncover the inclusive leaders in your company, and help your employees learn from their success. We define what effective inclusive leadership should look like in your company – and we help your top talent move past old management ideals. Acquired Diversity® is the key to executive development and organizational success in a rapidly changing marketplace.
In management and leadership, the crucial complement to Acquired Diversity® is the presence of inherently diverse talent in key decision making roles. Excellent management, in other words, draws upon learned inclusive behaviors and inherent diversity of background, education, gender and race/ethnicity.
Yet the advancement of diverse talent has stalled at many companies. Women and minorities each make up only about 4% of Fortune 500 CEOs. Many are stuck just below the top tier of the C-suite – unable to progress. READ MORE
Why? Companies often narrowly focus on work flexibility, mentoring and recruitment – important initiatives that nevertheless fall short of significantly impacting the advancement of diverse talent, our data shows.
To diversify an organization's leadership, we focus on two proven career accelerators: a culture of sponsorship and specialized leadership development programs. Powerful, targeted and workable, these two crucial levers create executive teams that are ready to face a global and multicultural world.
1. Multi-Year Diversity Strategy Development
Today, there is no shortage of often-costly programs that promise to help companies drive inclusion and engagement. But which diversity investments deliver the best ROI? How should an organization sequence and coordinate a potentially complex roster of initiatives that will effectively create a culture of inclusion, advancement and innovation?
To develop the capability that leads to creativity and profits, we help companies tailor effective multi-year talent and diversity strategies to their specific needs of the moment and business goals of the future.
Using data-driven revelations from our proprietary Insights in Depth® tool and other robust assessments, we build a comprehensive, metrics-driven set of talent and diversity strategies that will grow with your organization.
Our solutions aren't generic or one-size-fits-all. We help you build the strategies that will set your organization apart.
2. Building a Culture of Sponsorship
Why aren't women and minority professionals making it to the top? It's not a problem of performance, ambition, credentials or track record.
Instead, women and multicultural leaders lack the critical relationship capital necessary to navigate the upper management strata, research by the Center for Talent Innovation shows. Too often, diverse leaders simply don't have the powerful backing they need to inspire, propel and protect their advancement. They lack, in a word, sponsorship.
Hewlett Consulting Partners is uniquely poised to help organizations build cultures of inclusive sponsorship in which high-potential performers can effectively cultivate powerful relationships, and sponsors can support future leaders who in turn will bolster their sponsors' careers.
Sponsorship, at heart, is meritocratic and selective. The sponsor/ protégé relationship cannot be engineered, but must be nurtured through trust and collaboration. With the benefit of years of research, intervention and experimentation, we have developed a measurable approach to creating a culture of organic sponsorship with proven traction and impact.
Our work focuses on critical areas of intervention:
- Design and development of research-driven, organizationally appropriate sponsorship initiatives
- Executive education, engagement and development around sponsorship
- Sponsorship education tailored for all organizational levels
- Specialized individual and organizational sponsorship diagnostics
- Tailored coaching for sponsors and protégés
- Protégé development and strategic support
- Sponsorship trainer development and certification
3. Diverse Leadership Programs and Workshops
Our customized global Levers to Leadership℠ program offers high-potential, high-performance women and multicultural executives a suite of dynamic, high-impact strategies and tools by which they can achieve significant and sustained professional success.
Tailored to specific company cultures, industry trends and individual needs, the program delivers a customized menu of participatory classroom workshops, hands-on personal help, and evidence-driven advice at critical points along an executive's career path.
Grounded in a decade of research from the renowned Center for Talent Innovation, Levers to Leadership℠ draws from state-of-the-art insights by distinguished senior corporate leaders and top faculty at the world's most prestigious business schools. Watch our powerful video on Levers to Leadership℠, the #1 rated Executive Education Program at a Fortune 100 company.
Content topics include:
- Building a Personal Brand
- Authentic Leadership
- Executive Presence
- Strategies of Persuasion
- Grabbing Hold of Ambition
- Effective Negotiation
- Industry Outlook and Insights
4. Developing a Meaningful Employee Value Proposition
How do you recruit, retain and motivate superior performers if they don't have a clear sense of what your company will offer them?
We help top companies build, evolve, and refine high-impact "Employee Value Propositions" that clearly articulate the benefits, values and culture that employees are offered in return for their loyalty and commitment.
Developing an EVP as a part of a company's brand is a transformational exercise, enabling employees and leaders to pinpoint and articulate the intangibles that make a company thrive.
Collaborating with employees around the company and around the world, as well as HR and Communications Leaders, we help identify and articulate an EVP that resonates with employees across gender, race/ethnicity and geographic lines and that reflects your company's strengths and aspirations today – and in the future.
Know what you stand for, and your top talent will stand with you.