Leadership 2020

“SuccessFinder gives us an extremely powerful way to understand and harness both the power and passion of the people within the organization to grow revenue and impact shareholder and stakeholder value.” - Paul Frederick, CEO, Fredrick & Associates

About five years ago, I experienced the power of SuccessFinder first hand. The Board of Engineers Canada retained Paul Frederick to assist in recruiting a new CEO, and I was a candidate. Paul conducted the debriefing in my Toronto office. I was keen to explore the power of the SuccessFinder tool. I was impressed with the depth of analysis and that the approach focused on my strengths.

I was the successful candidate. I incorporated SuccessFinder in the recruiting process at Engineers Canada. We recruited great people. We made Sucessfinder available to our existing staff too. We develop organization-wide development programs to provide tools and skills. Team members used the report to create their development plans.

Paul is the "Featured Practitioner" in SuccessFinder's April Blog.

BUSINESS ISSUE

Today’s business environment requires different kinds of leaders. Globalization is driving both opportunity and upheaval across social, political, environmental and business realms. The military coined an acronym, VUCA, that captures it well: Volatility, Uncertainty, Complexity and Ambiguity.

Paul Frederick, CEO of Frederick & Associates, a leadership development coaching and advisory firm, recognizes the need for a shift in leadership behaviour and performance at the board and executive level to deliver more agile strategy in a VUCA world.

We are weak on leaders who have the behavioral performance propensity to proactively drive strategy in environments that continue to be more and more uncertain and volatile. We need leaders who operate differently.

In Frederick’s business, they have prioritized the following specific characteristics of leadership performance to address today’s business challenges:

• Comfort with timely high-risk strategic and operational decision making
• Core strength in 11 agile leadership performance competencies
• Ability to accurately identify and develop true high potential talent who can perform at a high level within the uncertain and volatile environment
• Ability to understand key strengths and developmental opportunities of pivotal individuals and teams • Ability to drive and sustain cultural and organizational shifts while prioritizing attracting, retaining, engaging and developing key high-performance talent

SOLUTION

Frederick & Associates uses SuccessFinder as a critical tool to help its CEO clients find the right leaders and teams to succeed in a volatile business environment predictably. According to Frederick,

SuccessFinder produces a highly accurate prediction of performance for high risk strategic and operational decision making. Using the ladder of leadership, I’m able to work with CEO’s to understand the makeup of their teams and assess whether or not essential performance traits are there to drive strategy, embrace change, communicate well and display core leadership qualities needed to meet company goals.

Frederick uses SuccessFinder to understand and analyze each critical functional area, then determine holes in the team and address them through coaching, development, or recruiting. Frederick summarized

SuccessFinder gives us an extremely powerful way to understand and harness both the power and passion of the people within the organization to grow revenue and impact shareholder and stakeholder value. “SuccessFinder is the best behavioral assessment tool in the marketplace for making high risk people decisions, it is a game changer for today’s leaders.

Read the full article and see what Frederick's clients have to say about the tool. Our talent analytics use SuccessFinder. See selecting talent services to help you find that next great leader.