Leaders Who Deliver Results

OUR POINT OF VIEW

We believe the only true measure of leadership is sustained business results delivered in a way that supports the desired organizational culture. As Peter Drucker said, “Leadership is defined by results, not attributes.” This is a significant departure from today’s leadership competency models. Behavioral science data is clear: it is impractical, and often impossible, to change who a person is; it is very practical to change what a person does.

Leadership competencies are appropriate for selection, development advice and sometimes, for predicting performance in new roles. They should not be used to define leadership success or failure. If a leader delivers sustained results and scores low on a given leadership competency, the competency is either not relevant to the job, the person’s towering strengths compensated for its absence, the person leveraged the strengths of others, or the assessment was wrong.

We do not believe in the renaissance man/woman model of leadership. The purpose of organizations and teams is to leverage strengths and compensate for individual weaknesses. The leadership team must have all the competencies, but no one individual needs all.
We make sure leadership development and performance assessment are separate activities.

We recommend a systematic approach to leadership that shows where leaders are growing, how they are growing and why they are growing. We believe that leadership performance should be measured and managed with the same discipline as other sources of competitive advantage. A company cannot not declare success for leadership development or talent management efforts until it can state whether its leaders are better this year than last year. Standards for managing leadership performance should be no different than those for managing manufacturing, supply chain process, etc.

We believe in managing strengths. Peter Drucker says great leaders must ask, “'What can this man do’ rather than ‘What can this man not do?’ The effective executive knows that to get strength one has to put up with weaknesses.”

OUR RESULTS-BASED LEADERSHIP MODEL

Great leaders deliver exceptional results in the following areas:

1.	Set and execute a strategy that adds significant value to customers and shareholders (case study)
2.	Improve organizational capabilities
3.	Simplify, align and inspire the entire organization
4.	Run disciplined day-to-day operations that deliver to commitments

OUR VALUE PROPOSITION

There are plenty of consultants ready to provide workshops, competency models, and leadership assessment processes. However, there are few who will help you build a systematic approach to ensuring year-over-year leadership performance improvements. You have probably conducted 360s, employee satisfaction surveys, climate surveys, performance appraisals, etc. We will help you use that data to answer the question, “Are our leaders getting better?”

At Hall & Company, success is defined by year-over-year improvements in leadership performance -- results, not activities.