I am in the process of updating the Senior Leaders Calibration Process and want to explore a different approach- how are you doing that currently?
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Director of HR in Government9 months ago
What type of calibration process? Performance?VP Global Talent Management9 months ago
Yes, Performance!
Director of HR in Government9 months ago
We calibrate during the goal setting process and again during final ratings. Depending on your structure, this may be by employee level, classification, division, etc... At goal setting we are ensuring goals are SMART and aligned to priorities. You may find that some have shared or cascading goals. Everyone discuss the objective and outcomes and what success looks like. Achieving above and beyond is also discussed. During the rating calibration we come back to review ratings assigned based on the goal calibration. Documentation must support ratings. We have tools to assist throughout the process as well.
I hope this helps.
Then we assess future "what" by a blend of standard succession planning against current roles (moving toward a skills-based taxonomy, but that is work in progress) and an assessment testing learning agility (one of the more longitudinally research validated approaches - widely available) amongst other things.
Where possible, insights from executive coaches and possibly internal L&D leadership could prove helpful - at least directionally.
I've found that it's almost more about the trust that exists within the senior executive / board level as much as the tools and data. Having a high-trust starting place provides clear direction and alignment on what "good vs. great" look like both for now and the future teams. I believe that is more important than any framework - of which there are many.