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- Select future leaders who are best equipped to navigate constant uncertainty, mitigating risks and improving executive transitions
- Create robust succession plans to ensure the right kind of talent is available as needed
- Develop C-suite leaders to perform durably
- Identify next-generation leaders with the highest future potential early in their careers
Leadership Span is the first development stemming from the partnership between Hogan, a global leader in personality assessment and leadership development, and Russell Reynolds, one of the world’s leading executive search and leadership advisory firms. It offers a competency framework and assessment approach to increase the precision of C-suite selection, succession and development decisions.
The Leadership Span framework consists of two components:
Core Leadership that represents the essential leadership competencies that are required of all leaders at all levels
C-suite Differentiators that represent the four pairs of “competing competencies” that differentiate leaders who can not only make it to the C-suite but also perform resiliently in C-suite roles over time
Leadership Span is based on the premise that the best leaders are not defined by a single skill but by their ability to move across “competing competencies.” As a result, the most effective leaders can be both disruptive and pragmatic, risk taking and reluctant, heroic and vulnerable, galvanizing and connecting. And, in doing so, they are uniquely able to perform at high levels across a range of scenarios over an extended period of time.
“We believe that Leadership Span is a game changer in the world of executive search, which has largely remained unchanged, even as organizations globally have dealt with an unprecedented leadership confidence crisis,” said Clarke Murphy, Chief Executive Officer, Russell Reynolds Associates. “Leadership Span is a framework that will influence how we help companies select and develop best-in-class leaders who demonstrate prowess across competing competencies. Those leaders will be equipped with a diverse portfolio of skills that they can readily deploy as circumstances change. This especially is crucial in C-suite roles, where a ‘retreat to strengths’ is rarely an option in the face of disruptive change.”
“It is quite shocking that in a data-driven age most leaders are still selected in a serendipitous and arbitrary manner,” said Dr. Tomas Chamorro-Premuzic, Chief Executive Officer, Hogan Assessments. “Indeed, even when organizations evaluate candidates for executive roles, they tend to play it by ear. Leadership Span leverages the latest developments in scientific assessment to provide a data-driven alternative for predicting leadership effectiveness at all levels, across all industries, and in all cultures.”
About Russell Reynolds Associates
Russell Reynolds Associates is a global leader in assessment, recruitment and succession planning for boards of directors, chief executive officers and key roles within the C-suite. With more than 400 consultants in 47 offices around the world, we work closely with public, private and nonprofit organizations across all industries and regions. We help our clients build teams of transformational leaders who can meet today’s challenges and anticipate the digital, economic, environmental and political trends that are reshaping the global business environment. Visit www.russellreynolds.com.
About Hogan Assessments
Hogan Assessments is the global leader in providing comprehensive, research-based personality assessment and consulting. Grounded in decades of science, Hogan helps businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent and evaluating leadership potential. Hogan's assessments are available in 57 countries and 46 languages, and are used by more than half of Fortune 500 companies. For more information, visit www.hoganassessments.com.
