A story is told of three masons. On being asked what they were doing the first mason answers: "I am placing pieces of stone on top of each other" while the second mason says, "I am building a wall". The third mason answers: "I am building a cathedral which is to stand here for many years to serve as a spiritual place of rest." Clearly the first and second masons do not share the vision of the third mason.

For him his work is a personal manifestation of his vision. The weight of responsibility that the third mason feels is expressed in the long-term view that he holds about the value of the work that he is doing.

Throughout the history of business it has been the efforts of business leaders that have made it possible for enterprises to cope with the challenges in their environment, and to shape the long-term future of their company. As such a leader, you have no doubt contributed to building the kind of company that can be a source of influence for future generations. But with such a vision comes a great responsibility. In the New Economy the most important challenge is to maintain and enhance those competitive advantages that are based on intellectual capital. Human capital can be viewed as the sum of an individual's capabilities - skills, knowledge, intellect, creativity and know-how. In the New Economy, it has replaced physical and financial assets as the determining factor in sustainable corporate success. The future success of your company will depend on its ability to develop strategies to identify, nurture and retain the leadership talent required to succeed. 

 

Leadership Talent Identification is a reality-based talent identification and development process. It identifies leadership talent, and provides a clear platform for devising long-term strategies for the development and retention of leadership talent. As such, it is also valuable for processes such as succession planning and key staff identification.

 

It seeks to identify natural leadership talent in a customised, simulated business context. As a reality-based process, it provides an unobtrusive context in which talent can be identified. Besides offering an enriching and enjoyable learning experience, it is not subject to the limitations of traditional assessment techniques.

The LTI process utilises state of the art technology to elicit leadership behaviour. The leadership behaviour dimension on which it is based is grounded in tried and tested leadership theory and practice.

LTI is backed by a team of highly experienced and professionally qualified human resource professionals who remain actively involved in supporting the leadership development process.

 

The LTI is a two-day competence assessment process based on an interactive computer simulation designed to realistically mimic conditions in a business environment.

While participants are attending to the simulated business, their natural behavioral style as well as their competence to deal with the tasks at hand are assessed.

Some of leadership and management competencies evaluated during this process are:

• Business Insight
• Exercising Judgement
• Information Processing
• Networking (Internal & External)
• Pro-active Orientation
• Team Working / Influencing Others
• Communication
• Financial Management
• Self Development
• Organisational Resilience
• Resource Management
• Market / Customer Orientation

After completion of the LTI each delegate and/or company receives a report that details the evaluation criteria and provides both quantitative and qualitative feedback on each competence. The report contains behavioural evaluation elements that reflect how players conduct themselves, and describes the impact that team members have on each other.

 

LTI was jointly developed by Quanto Strategies and Enterprise Insight to address the unique needs and requirements of our South African based clients. Since then, the process has also been used with great success in a number of international companies.