Today’s businesses need high-quality leaders who can deliver results in a volatile, uncertain, complex and ambiguous world. But these leaders are in high demand – and come at a high cost.
If you can identify and develop employees who have leadership potential, you’ll save money and prepare your organization to thrive in an uncertain future.
Our Potential solution uses decades of Korn Ferry research to help you identify those employees who have what it takes to lead in the future.
It assesses participants objectively and accurately against what we know to be the main measures of leadership potential: learning agility, experience, self-awareness, leadership traits, leadership interest, capacity for problem solving and derailment risk. It then translates this into actionable insight you can use to address development gaps and make the right decisions about who can successfully lead in your organization.
Develop learning agility in your future leaders
According to Korn Ferry research, companies with highly agile executives have 25% higher profit margins than their peer group. But with only an estimated 15% of the global workforce highly agile, this vital skill is in short supply.
That’s why we assess for learning agility as part of the traits assessments in almost all our talent management solutions. It’ll help you to identify those leaders (and potential leaders) who:
learn from past experiences, and apply that knowledge to new situations
can solve complex problems, adapt easily in a constantly changing world and thrive on new challenges.
At Korn Ferry, we’ve led the way in using learning agility as the best, more reliable conduit for developing high potentials for two decades. Our assessments measure five
aspects of learning agility:
Mental agility - How curious is this person? Are they hungry to learn new things?
People agility - Do they value different perspectives and thrive in diverse teams?
Change agility - Do they like to experiment? Can they take failure in their stride?
Results agility - Can they get results in new and challenging situations?
Self-awareness - Do they understand their own strengths and weaknesses, as well as their impact on others?
Assessing these different dimensions will help you to identify the flexible, resourceful, adaptable and thoughtful people who’ll be the ideal successors for your mission-critical roles. So you can start to fill your leadership pipeline with people who have what it takes to succeed.