Putting people in roles that match their behaviors,
skills and motivations unleashes their potential. And it
has a ripple effect on business by tripling ROI.
Alignment
drive engagement
build chemistry
Teams
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it starts with you
Leadership
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Personal
reflectors
Most people think they’re self-aware, yet studies show only around 10-15% of people actually are. Successful leaders are more likely to be aware
of how their emotions impact their work. And they’ll use that emotional intelligence to build high energy,
high performing teams.
Look out for the logical thinkers,
the pattern-spotters and the people who spot trends in data that others miss. They’ll be invaluable in solving future challenges.
Problem
solvers
People who learn from experience and apply their skills in new
situations or rise to unfamiliar challenges are likely to evolve
with your business.
Flexible
learners
Putting people in the roles that match their behaviors, skills and motivations unleashes their potential and has a knock-on effect to business by
tripling
Leadership
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Teams
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When you maximize alignment, you unlock potential. Next, you need to nurture it.
Relying on Success Profiles—Korn Ferry’s dynamic benchmarks for traits your people need, assessments, interviews or simulations, not gut instincts. It sounds simple enough, yet our research shows that only 13% of HR professionals do it. Too many leaders still have a preconceived idea of what success looks like, meaning they often ignore the data and miss the potential that’s in front of them.
Take a science-based approach to align people and their role
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On average, those who have a strong alignment with
their role are up to eight times more likely to be highly engaged than those with a low alignment
Leaders with the best alignment to their roles are up to 13 times more likely to be highly engaged.
And organizations that make better matches between people and roles over time could see the number of highly engaged employees in their business increase by as much as 29%.
Yet in a recent study of over 100,000 employees, we found that only 10% of people had an optimal match with their role—it’s a big missed opportunity.
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Unlocking this potential in their current role also opens up potential for the future. If they are able to succeed in their role today, leaders will be more likely to consider them for career progression as opportunities arise.
To spot long-term potential (and decide if someone will be right for a bigger role in 3-5 years),
look out for and nurture the people with these traits.
the return on investment in people
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Leadership
Teams
Leadership
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1. Fit matters
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2. Identifying High Potential
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