PDI Ninth House Pulse on Leaders Research Finds Mid-Level Leaders' Competency
Levels Fall Short of Job Demands
Study Suggests Lack of Key Skills Can Compromise Ability to Execute Business
MINNEAPOLIS, July 25, 2013
MINNEAPOLIS, July 25, 2013 /PRNewswire/ -- New research from PDI Ninth House,
a Korn/Ferry company, shows that mid-level leaders are falling short in
several critical competencies. These failures can have a significant impact on
business results given mid-level leaders' responsibility to execute strategy
to help drive business forward.
In the research, bosses rated the current skill level of mid-level leaders,
who are defined as managers of managers, based on several competencies.The
bosses ranked them as excelling in just two competencies: "drive for results"
and "customer focus."
Bosses ranked the mid-level leaders as falling short in the following
oStructuring the work/execution
oEngage and inspire
The research also indicated first-level leaders ranked higher than mid-level
leaders in several competency areas, including "engage and inspire," "build
relationships," "influence," and "execution."
"This doesn't mean that mid-level leaders' level of performance is diminishing
from their previous roles," said Stu Crandell, senior vice president,
Korn/Ferry International. "What the results do suggest is that the competency
expectations for these leaders are much higher, and mid-level leaders must
continually develop and push to meet new challenges."
Among the key factors for mid-level leaders' success is letting go of select
behaviors that helped them succeed in their previous positions. For example,
too much attention to detail in mid-level leader positions becomes a derailer,
while it may have been rewarded in previous roles. Mid-level leaders must
instead enlist others to assist with managing details. Other mid-level leader
derailers include micromanaging and conflict-avoidance behaviors.
"Individuals establish their derailing behaviors early on, and they can be
difficult to change without the right attention and development," Crandell
said. "However, leaders who understand how derailers affect them can actively
develop and manage through them."
PDI Ninth House recommends performance feedback, consistent coaching and
regular reviews of development plans as effective ways to help leaders gain
awareness of potential issues so they can make adjustments that will improve
In this study, PDI Ninth House collected data from surveys of more than 2,500
bosses of leaders at different levels within organizations.
Video: PDI Ninth House Mid-Level Leader - Competencies
About PDI Ninth House, a Korn/Ferry Company:
PDI Ninth House, a Korn/Ferry company, is the world's premier global
leadership solutions company. For more than four decades, we have provided
integrated assessment, development and coaching solutions around critical
leadership and business challenges that most directly impact each leader's
success and the success of their organization. For more information, contact
PDI Ninth House at 1.612.339.0927 (in the U.S. 1.800.633.4410) or visit its
website at www.pdinh.com.
About Korn/Ferry International
Korn/Ferry International is a premier global provider of talent management
solutions, with a presence throughout the Americas, Asia Pacific, Europe, the
Middle East and Africa. The firm delivers solutions and resources that help
clients cultivate greatness through the design, building and attraction of
their talent. Visit www.kornferry.com for more information on Korn/Ferry
International, and www.kornferryinstitute.com for thought leadership,
intellectual property, and research.
SOURCE PDI Ninth House, a Korn/Ferry company
Contact: Teresa Jensen, 612.337.8213, email@example.com
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