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How to identify future leaders - NOW

HR needs to take a fresh approach to developing leaders - so how can you foster your rising stars? We speak to LEONIE CURTIS-KEMPNICH of Leadership Success, SUSAN DAVIES of TNT and VAUGHAN PAUL of Optus.

Video transcript below:

Stephanie Zillman, HC TV
Stephanie Zillman:
 Hello, I’m Stephanie Zillman and you are watching HC TV. HR needs to take fresh look at their approach to developing future leaders.  That’s the view of Leonie Curtis-Kempnich of Leadership Success who says companies should coach their rising talent and allow them to see the big picture.

Leonie Curtis-Kempnich, Leadership Success
Leonie Curtis-Kempnich: Developing leadership is vital to the success of the organisation. Companies will invest in training or they will invest in developing their leaders, but often they don’t actually allow their potential leaders or even their middle managers to be privy to the strategic direction of the company.  They won’t, they are often not able to see the strategic plan.  They are not able to be involved in the discussions around the strategy and the strategic objectives, they are not able to be involved in the financials.  So it’s vital for them to be able to see the big picture.
Stephanie Zillman: Susan Davies of TNT says, while mentoring plays a key role in succession planning, it’s also important for the executive to identify potential future leaders and to monitor their progress.
Susan Davies, TNT
Susan Davies:  We have put together lots of things like mentoring programs, buddy programs, so any female that comes into the business and male for that example be, and they will be tied up with a buddy and there will be a very thorough training program.
Stephanie Zillman:  Leonie Curtis-Kempnich of Leadership Success says leadership training is beneficial to high performing employees, not just those who want to people manage.
Leonie Curtis-Kempnich: There are people in organisations who whilst they are great performers don’t necessarily want to go up the leadership line, but they are still high potential.  The thing that they don’t realise is, as they progress in their careers, whilst they may not manage a team, they manage a process or some other part of the business that isn’t actual people management, but behind it they are actually managing people, because they are influencing people.  They have lots of influence over different people and they need to be able to influence people in order to get things done.  So in actual fact they need the same development as potential leaders.  It’s just that you are not developing them to take over a leadership role, but they still need leadership skills.  They still need communication skills.  They still need all of those skills that a leader needs in order to do their roles well.
Stephanie Zillman:  Vaughan Paul of Optus agrees.  He says it’s vital for organisations to foster their future leaders and technical staff.
Vaughan Paul, Optus
Vaughan Paul:  In terms of our leadership framework, succession planning is a key part of it.  It links into the talent framework as well.  We do it regularly and through the succession planning process we identify a group of people that we see as needing special development needs.
Stephanie Zillman:  For more on developing future leaders and other industry news, click around HC Online.  I’m Stephanie Zillman and I will see you again soon on HC TV.