We are starting a global process of conducting individual assessments of our top-mid level leaders, using instruments like MBTI, Thomas Kilmann and Belbin and the Career Path Appreciation.

We in HR are debating if the individual should receive all the data, including projections on career paths and capabilities.

Also we are asking if global mgmt development should hold records for the top levels or if records belong to the unit HR team?

What are your thoughts and best practice recommendations?

Hello GlobalHR:

>We are starting a global process of conducting individual assessments of our top-mid level leaders, using instruments like MBTI, Thomas Kilmann and Belbin and the Career Path Appreciation.<

How do you select your top level leaders?

If we wait until after they are selected, we may have the wrong people in line to be our future leaders. A whole person assessment should be used to help select, develop and promote our future leaders.

>We in HR are debating if the individual should receive all the data, including projections on career paths and capabilities.<

It seems to me if we keep this a secret some employees will leave since they will not know their projected career path.

>Also we are asking if global mgmt development should hold records for the top levels or if records belong to the unit HR team?<

Shouldn't the records be available to both groups?

Hi Bob
thanks for the post and questions.
Of note at our org: we are an expanding company at an extreme rate (120%) and gloalizing and professionalizing as well. HR as a function also is catching up. We were/are a family run company so there are many legacy managers in place who helped bring the company to where we are now. The question is, what is their capability and capacity to take us into the future given the increased scope and scale on the leadership demands? The point of this broad-based assessment is to get an idea of what kind of leaders, leadership teams, and project leadership we have.
We are 'getting there' in terms of selection but it will take some time before our global recruiting process/internal promotion is where it should be.
As to sharing the information, I agree with you (also as I belong to the global team). Some of the legacy HR managers think otherwise. It is rather political, so I am looking for sound arguments to help break through the emotions to get to a proper system.

Some quick hits regarding this type of assessment....
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Share individual data with each respective individual.

Share aggregate data with all.

Finally, position the initiative so all receive a benefit. Treat it as a developmental initiative...followed by developmental opportunities based on the feedback.

The only thing that will get in the way is a breach of trust. Transparency is essential.

Hello GlobalHR:

>thanks for the post and questions.<

You're welcome and it is my pleasure.

>Of note at our org: we are an expanding company at an extreme rate (120%) and gloalizing and professionalizing as well.<

During my MBA program we learned that growth above 30% per year can pose a lot of problems.

>HR as a function also is catching up.<

That is good to hear.

>We were/are a family run company so there are many legacy managers in place who helped bring the company to where we are now. The question is, what is their capability and capacity to take us into the future given the increased scope and scale on the leadership demands?<

I'm impressed that they are asking the question now and not later.

>The point of this broad-based assessment is to get an idea of what kind of leaders, leadership teams, and project leadership we have.<

Good approach.

>We are 'getting there' in terms of selection but it will take some time before our global recruiting process/internal promotion is where it should be.<

If you hire for talent you can implement it immediately.

>As to sharing the information, I agree with you (also as I belong to the global team).<

Great minds.

>Some of the legacy HR managers think otherwise.<

Protecting their turf perhaps?

>It is rather political, so I am looking for sound arguments to help break through the emotions to get to a proper system.<

Feel free to contact me to discuss your needs in detail.

Bob Gately
bobgately@verizon.net