Best Companies for Leaders

HR and CEO business partnership critical for leadership success

By Aliah D. Wright Mar 27, 2014
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In its f​ourth year of analyzing the best companies for leaders around the globe, Chally Group Worldwide listed Procter & Gamble, IBM, General Electric, Accenture, Unilever, Dow Chemical, McDonald’s, Monsanto, Hormel Foods and General Mills in the top 10.

But what makes a company the best company for leaders?

“In the four years we’ve conducted the Global Leadership Research Project, coaching and mentoring remains the most utilized leadership development practice for both small and large companies,” explained Howard Stevens, chairman of Chally, in a media statement. “We also found the CEO and HR business partner relationship is key to leadership development success.”

Chally Group, an organizational and employee development firm based in Dayton, Ohio, polled nearly 3,000 C-level and senior human resources executives from global organizations for the Fourth Annual Global Leadership Research Project.

Researchers asked chief executive officers and HR executives to share their insights on evolving leadership development trends and identify key challenges faced by companies committed to investing in their own talent for strong business performance.

Companies were scored on five key criteria:

  • Quality of formal leadership development process.
  • Personal involvement invested by the executive team, particularly the CEO.
  • Strength of leadership pipeline for internal recruitment.
  • Reputation among peers for excellence in developing sought-after talent.
  • Long-term growth of market capitalization and shareholder value.

Retention Critical for Success

In the 2013 SHRM Workplace Forecast, the Society for Human Resource Management (SHRM) found that HR professionals are concerned with developing future leaders; 52 percent of those surveyed said one of the top two challenges over the next 10 years would be developing the next generation of future leaders within their organizations, right after retaining and rewarding the best employees.

Tactics HR professionals said would be critical to attracting, retaining and rewarding employees:

  • Providing flexible work arrangements.
  • Maintaining a culture of trust, open communication and fairness.
  • Offering a higher total rewards package than competitors.
  • Providing employees with opportunities for career advancement.
  • Demonstrating a commitment to employee development.
  • Providing meaningful work with clear purpose in meeting organizations’ objectives.
  • Creating a stimulating and attractive organizational culture.
  • Offering the latest tools/technology to maximize work efficiency and effectiveness.
  • Encouraging employees to make decisions and take risks.
  • Providing employees with recognition based on job performance.
  • Creating a highly inclusive culture that uses diverse perspectives.
  • Providing employees better opportunities to use skills and abilities.
  • Showing commitment to corporate social responsibility and sustainability.
  • Developing human capital managers at all levels of the organization.

Aliah D. Wright is an online editor/manager for SHRM.

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