Answer To: Case Study: Leadership Assessment at Robinson Insurance Agency Todd Robinson, president of Robinson...
Swati answered on Nov 22 2021
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Case Study: Leadership Assessment at Robinson Insurance Agency
Abstract
Succession planning is one of the commonly used organizational as well as business practices clearly involving the leadership potential along its key factors for career development assessment, leadership development, professional training and the internal process of promotion, training as well as leadership stability maintenance. This paper tend to describe the comprehensive assessment considered for the succession planning assessment for the Robinson Insurance Company which is a family owned 30 years old business having 13 branch offices in varying cities. On the basis of premise as retained by the president of company, Todd Robinsons, the services are required for helping in planning an assessment based professional development program for identification of people with potential for greater authority and responsibility level within the organization. This paper includes discussion of key factors of leadership potential, identification of the assessment based approach to identify the leadership potential, examination of 3 specific assessment instruments as required along with the discussion of practical considerations as well as potential legal ramification of the approach of assessment.
Introduction
Succession planning is an ongoing as well as challenging process to plan continuity of leadership with the help of identification, development as well as preparation of future organizational leaders for the upcoming roles in terms of leadership (Calareso, 2013). To work on this, main challenges include leadership understanding and the leadership potential development (Pease, 2010). Leader is one who leads by process of influencing others whereas leadership is process by which social influence is created to maximize efforts in order to achieve goal. Leadership continuity is planned in an organization with the help of succession planning. The main objective of this paper is to describe a comprehensive assessment for the process of succession planning for 30 years old family owned insurance company named Robinson Insurance Company. Todd along with planning for assessment based professional development program wants help to create a succession plan so as to position the organization for long term success even after his retirement which is due within 5 to 8 years.
Key factors for identifying leadership potential
Leadership potential is the likelihood that an individual will respond to the development opportunities along with growing quickly to point where he/she is prepared for the next level (Pease, 2010). It can be measured with the help of inventory of potential along with management integration. It differs from leadership performance evaluation and leadership readiness determination because it implies 3 varying process steps which are people identification having leadership potential, development needs and strength assessment and finally future roles development. Thus for succession planning to be effective involves leadership potential assessment using any combination of career development strategies, leadership development strategies, internal training process, professional training, leadership stability maintenance and the promotion (Calareso, 2013; Pease, 2010).
To identify leadership potential with main focus towards growing ability, growth acceleration need of selecting leaders introduces the differentiation need among individuals regarding leadership potential. The comprehensive treatment of leadership potential constructs may be used that divides constructs into 6 key factors series (Silzer and Church 2009) that are-
1. Cognition
2. Personality
3. Learning
4. Leadership
5. Motivation
6. Performance
These 6 key factors have been adopted by several organizations to accurately as well as efficiently facilitate the evaluator’s judgment with the strong outcomes (Pease, 2010). Pease, 2010 works on incorporating these factors into simple construct treatment that involves 4 factors namely leadership promises, development orientation, complexity mastery and the balance of results and values.
Assessment based approach for identification of potential among managers at Robinson Insurance Agency-
Assessment based approaches are the strategies using assessment results to inform the process of decision making in the selection, hiring, promotion, training as well as succession of individual. Traditionally, the business organization approaches succession planning by working to maintain the continuity of leadership while looking at critical positions and indentifying individuals who could replace those positions while positions become vacant. However, with the economic constraints and fluctuations along with technological advances, population changes and mass exodus of retiring baby boom generation, it is more cost effective as well as logical in today’s world, economy and business market that organizations focus more on development of their own potential leaders for success instead replacing the retiring leaders. Thus, the focus of competitive organization have shifted from traditional replacement focused practices to more appropriate ad contemporary growth oriented succession methods allowing them to grow own leaders (Pease, 2010).
For this dramatic shift, challenge has been acknowledging the need for more mature and evidence based assessment procedures along with more objective and generalized guidelines while identifying development needs and nurturing leadership...