MCBASSI & COMPANY

Applying HR Analytics to Leadership Development

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HR analytics has wide applicability to a broad spectrum of people-related issues within organizations.  Within the HR universe, analytic methods are most typically applied to identifying factors that drive employee engagement or employee turnover.

There are many other applications as well that are far less commonly used.  This month we’ll explore the use of analytics in leadership development, a common (and often quite expensive) investment organizations regularly make in key employees.  Nonetheless, we’ve found that most organizations know very little about the impact or effectiveness of those investments.

We have four key lessons about how to apply analytics to better understand – and improve – an organization’s return on its leadership development:

  1. Make sure the leadership competencies in which you’re investing are, in fact, the ones that will drive better organizational performance.  Rather than investing in generic, one-size-fits-all competencies from external vendors, consider creating your own competencies, so you can develop leaders with the characteristics to be successful in your organization.
  2. Tap the wisdom of your workforce to determine what leadership development has actually occurred.  Ask the people who see your leaders in action every day: your employees!  How?  Ensure that detailed leadership questions are included in your employee surveys and/or 180-degree (or 360-degree) feedback assessments.  This will make it possible to properly evaluate and improve your leadership development initiatives.
  3. Link together key (and disparate) pieces of data to yield actionable insights for improving the return on your leadership development investment.  Look at the relationship between various leadership characteristics and competencies and your organization’s outcomes.  See which ones are most closely associated with more successful outcomes, and focus on those in the future.
  4. We’ve said it before, but don’t let the perfect be the enemy of the good!  You won’t accomplish all of the above right away – it will take some time and some hard work.  But that’s not a reason not to get started.  Even the most basic early insights can be powerful catalysts for change – and your insights will only improve with more time (and more data).

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