APPENDIX

Leader/Talent Categories and Elements

Leadership Categories and Elements

1. Independence

• Individual leaders are empowered to use their own judgment.
• Leaders are willing and encouraged to take risks.
• Creativity is rewarded more than conformity.

2. Development

• Young leaders are given serious responsibilities.
• All workers are given the opportunity to truly excel.
• There are many great leaders in the organization.
• Mentors and mentoring are common.
• People get honest, informal feedback from bosses.

3. Purpose

• People are passionate about their work.
• This organization has a strong sense of purpose.
• Leaders are very motivational.
• Top leaders communicate a clear and compelling vision.

4. Values

• Teamwork is strong throughout the entire organization.
• There is a high degree of trust among bosses, peers, and subordinates.
• Personal integrity is valued, and low integrity is not tolerated.
• People sacrifice for each other within and across departments.

5. Adaptability

• The focus here is on mission success, regardless of barriers.
• Leaders are dynamic: able to change direction when the mission changes.
• Bureaucratic rules are streamlined and do not get in the way.

Management Categories and Elements

1. Training

• Major occupational training is valuable.
• On-the-job training is valuable.
• The organization avoids excessive management briefings and meetings.
• The succession process, when a new manager fills an existing job, tends to be seamless.

2. Job-Matching

• Local supervisors have primary hiring authority, not the central bureaucracy.
• Poorly performing employees can be easily removed, relocated, or fired.
• Job requirements and personal skills are usually well matched.
• Jobs are flexibly redefined whenever the operating environment changes.

3. Compensation

• Pay is closely aligned with performance.
• Bonuses are used effectively to reward good work.
• Fringe benefits are efficiently set, but not wasted or lavish.
• Retirement and retention programs help keep top talent and enhance the long-term success of the organization.

4. Evaluations

• Performance evaluations provide valuable information for employee feedback.
• Performance evaluations provide valuable information for job assignments and promotions.
• Assessments of supervisors by their peers and subordinates are considered by senior executives.
• Performance evaluations make useful distinctions between top, middle, and weak performers.
• A respected program of commendations, medals, and/or awards exists to recognize top performers.

5. Promotions

• Promotions are based on merit, not on seniority or favoritism.
• Individuals are free to specialize rather than seek managerial promotions.
• Abusive bosses are not tolerated and are removed.
• Great talent is promoted quickly.