Dr. Wasit Prombutr, MCEC. Founder&CEO of 10X Consulting and Life Alignmentor by Dr.Wasit Prombutr, a coaching & consulting firm in Thailand.
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“When there are more leaders, more of the organization's mission can be accomplished.”
These words from John C. Maxwell in his book The 5 Levels of Leadership are increasingly important in the digital age. From my experience as a consultant on organizational development, management and leadership to companies in the private sector, government and nonprofit organizations for the last 15 years, I wholeheartedly agree with Maxwell's assessment. I've also found objectives and key results (OKR) coaching can help in achieving an organization's mission. The purpose of OKR coaching is to drive human development strategies, focusing on employees and groups to identify high potential (HiPo). This article provides valuable insights on why HiPo matters and how it can benefit your organization. It also includes good practices for selecting the right people for OKR coaching and HiPo individuals for skills development.
Why is HiPo important to your organization?
A Gartner report found that HR departments around the world are facing challenges and struggling to find adequate talent with the skills the business needs. CEO and senior leadership business executives perceive attracting and retaining talent as a top workforce priority and one that can severely impact business outlook. This gives importance to the development of high potential in employees to help support the bottom line. By focusing on reskilling and upskilling, leaders can support greater efficacy among the workforce.
Good Practice For Selecting The Right HiPo
In giving advice and recommendations for selecting HiPo individuals to develop, I've found that a key factor in selection is to utilize tools to evaluate a range of focuses for choosing personnel for potential development. Any tool you use should contain three elements.
1. Development of success profiles for use when evaluating nominees. A good success profile contains detailed information on a candidate's knowledge as well as the four dimensions of competences (self, others, organization and society).
2. Participation from stakeholders who can offer insight into the needs of the organization.
3. Use of multiple types of assessments, including using third parties with experience in recruitment to assess the overall picture from interviews with candidates. One approach is to create a HiPo group of individuals who have core value alignment and can offer their assessment of a candidate based on this alignment.
Using OKR Coaching For HiPo Leadership Skills Development
The approach and methodology of OKR coaching aim to align with the organization's strategic direction and support the career development of HiPo individuals. The approach and methodology include various elements such as assessment tools, learning tools, coaching, workshops, e-learning and assignments. The system also can incorporate the use of OKR coaching for goal setting both organizationally and for the recruitment of HiPo individuals. Additionally, there is room to utilize development models, leadership skills development processes and HiPo management processes.
A structured approach uses OKR coaching with a focus on leadership skills development that follows the 70:20:10 learning framework. A structured approach also emphasizes non-classroom learning, learning through others and on-the-job learning through coaching, self-reflection and 360-degree feedback to prove the growth of leadership competency in four dimensions.
OKR coaching can be used for leadership skills development by setting specific objectives related to skills improvement and identifying key results that measure the achievement of those objectives. For example, an objective could be to improve communication skills, and key results could include measurable outcomes such as completing a certain number of communication-focused training sessions, delivering a successful presentation or receiving positive feedback from peers or supervisors. By using OKR coaching for leadership development, organizations can track progress and ensure that employees are actively working to enhance their skills in line with the company's strategic objectives. It can also help ensure these enhanced skills contribute to positive human capital return on investment and better satisfaction from stakeholders.
Conclusion
This article focuses on the use of objectives and key results integrating with various learning tools and development models, including e-learning, coaching and assignments for organizational development. By using OKR coaching to help build up HiPo leadership, organizations can support overall growth.
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