Bryah HR Strategies: Brand building through people.SM

Leadership Development

Leaders shape the culture of any organization through their behaviors. Their ability to direct, support, and advise their fellow colleagues helps to shape the future. Therefore, it’s important that your leaders have the tools and skills necessary to drive success.

True leaders encourage and mentor their teams – and they also know how to set expectations and communicate both positive and difficult messages. There’s a lot of responsibility placed on today’s business leaders at every level. With the right support, those in leadership positions can strengthen an organization and ensure that their teams deliver tangible, bottom–line results.

Case Study: Leadership Development

* Please note that in keeping with BRYAH’s privacy policy agreements, the organizations used as case study examples will remain anonymous.*

Committed to putting corporate values into action, a large national insurance and financial services organization recognized that the key to reaching this objective was with its people. Moreover, the way to encourage, support, and promote corporate goals was through talented and dedicated leaders. In order to measure the performance of these leaders, the business was using a variety of competency–based models for various levels within the company.

The organization’s talent management team developed a model composed of six leadership attribute clusters to meet senior leadership’s mandate for one enterprise–wide competency model. This model would set the foundation for assessment and selection, performance, and learning. The six attributes included:

  1. Creating a compelling strategy for an individual’s area of responsibility to further the corporate vision
  2. Promoting innovation, demonstrated by inspiring creativity and capitalizing on talent and resources
  3. Developing a course of action that would be executable and flexible
  4. Maintaining the business objective to put customers first in order to drive behavior
  5. Aligning the right people with the right activities.

BRYAH HR Strategies was called in to further define the leadership clusters by outlining expectations and behaviors within three levels of proficiency for each of the six leadership attribute clusters. The three levels were:

  1. Role model
  2. Capable and effective
  3. Needs development

For each attribute, BRYAH outlined the behaviors that leaders would display to achieve a proficiency level. BRYAH provided detailed descriptions that served as the basis for measuring the efficiency of corporate leaders at every level – from the most senior to department managers.

With BRYAH’s help, the organization was able to achieve its goal of one competency model that could be implemented and executed enterprise–wide.