Bram Lowsky is Group EVP for the Americas at Right Management, a ManpowerGroup company. He recently sat down with ALM Intelligence’s Liz DeVito to discuss the firm’s new model of leadership development.
ALM Intelligence: Right Management recently introduced a new model of leadership development, the P3 Leader Model. Why?
Lowsky: Many existing leadership models were developed for a time when business conditions were more stable, when growth followed predictable patterns and producers had more power than consumers to shape markets. The ability to manage capital was the hallmark of a successful leader, but this is no longer enough. We have entered a new economic era, the Human Age, where the ability to optimize talent is the critical determinant of business success and, more importantly, survival in a world characterized by volatility and uncertainty. With this in mind, Right Management recognized the need for a new leadership model that drives business outcomes by providing organizations with an efficient system to guide the selection and development of leaders, and a framework to measure leaders’ impact on individual employees. The P3 Leader Model achieves this by focusing on three key factors of leadership development: people (talent identification and assessment), purpose (capability development), and performance (success measures).
ALM Intelligence: How do you see the P3 Leader Model coming to life in applicaton?
Lowsky: The challenge facing organizations today is how to improve business performance by accelerating the development of leaders in a manner that not only addresses where and how people want to consume information, but also reinforces learning so that it becomes actionable and sustainable. We’ve addressed this challenge by leveraging technology for learning and development. Today’s “modern learner”, a term we increasingly hear in our conversations with clients about leader development, is flooded with information. Modern learners of all generations are online and accessing information faster and faster, from anywhere at any time on mobile devices with all types of content competing for their attention. Against this backdrop, we have reimagined our approach to leader learning in the latest update to our Leadership Development Skill Suite. This new approach aligns to our model and addresses the uniqueness of learning styles, driving individual performance and, ultimately, leading to improved business outcomes.
ALM Intelligence: How does Right Management view the relationship between leadership development and organizational culture?
Lowsky: Organizational culture is critical for a company to sustain business performance. At Right Management, we believe that by focusing on high impact leadership development, organizations can effectively identify and develop leadership talent that will create and foster an organizational culture that drives business outcomes and promotes sustained competitive advantages. Effective leaders provide insight into the purpose and value of employee contributions, helping to foster a sense of personal empowerment and accountability. They are able to improve employee engagement, a key indicator of an organization’s ability to compete. A well-developed leader will build a culture of personal and professional growth into their people management processes, understanding that the employer-employee relationship has to be mutually beneficial.
ALM Intelligence: How is the market reacting to the P3 Leader Model?
Lowsky: We have received an incredible response from clients around the world since the P3 Leader Model was launched, especially from those industries facing significant talent challenges due to an aging workforce and thinning leadership pipeline. The P3 Leader Model fits well with their need for a practical, highly focused approach to rapidly identify and assess talent with leadership potential, and to identify the focused set of leadership capabilities they need to develop as organizations transition to new operating models fueled by technology and predictive analytics. That said, it is also resonating with progressive organizations that are adopting new models of work, where decentralized teams of full-time and contingent workers must collaborate virtually on short- and long-term projects. P3 Leader Model helps these organizations identify and cultivate leadership talent that is adaptable, intrinsically motivated, and capable of inspiring teams by using the coaching behaviors that matter most.