SuccessFinder’s New Research Uncovers Unique Behaviors Key to Climbing Career Ladder

MONTREAL, Jan. 25, 2018 (GLOBE NEWSWIRE) -- SuccessFinder, a talent assessment and career success prediction company, today announced the findings of it “Ladder of Leadership” research, which shows a direct correlation between the most successful business leaders and specific behaviors at first/intermediate-level, senior-level and C-levels of management.

The new research collected over a two-year period, used a database of over 1,000 high performing managers.  The findings suggest three types of behavioral competencies that are required for success at —and between— each level:

• Always on: Two fundamental behavioral competencies are important at every level of management — to lead decisively and thrive in chaos.
• Leap: There are a few bridging behaviors between first/intermediate to senior-level management and a different set between senior and C-level management.
• Lead: And there are a few competencies unique to each leadership stage.

“As a behavioral researcher, I wanted to understand the details around the What got you here won’t get you there mantra,” said Dr. Laurence Crevier-Braud, Research Director at SuccessFinder. “What our team found is that there are key competencies that all leaders need, and others that are distinctly different at each rung of the corporate ladder.”

For example, the research found at mid-management level it is crucial to be able to build consensus. But at senior management level, it’s more important to demonstrate character. By the C-level, the most important people skill is exercising political influence.

“Our clients are calling this a game changer”, said Jocelyn Bérard, Sr. Vice President, Leadership Assessment and Development at Optimum Talent, a large executive development and talent management consulting firm. 

This type of research, in addition to the unique predictive cloud-based SuccessFinder assessment test is driving customer demand and investment. In fact, since the company relaunched the brand 12 months ago, it has posted double digit growth.  

About the Ladder of Leadership Research SuccessFinder research has created a framework that shows clearly the behavioral propensities that characterize exceptional performance at each leadership level, as well as the transitional behaviors that will be necessary to adapt from one level to the next.  It is the practical application for managing in a VUCA (volatile, uncertain, complex, and ambiguous) world.

The database for the research consisted of 1,003 high performers, including: 711 first/intermediate-level managers (including managers and directors); 209 senior–level managers (including senior directors and vice-presidents) and 83 CEOs. The KPIs used to identify high performers included: 

• Tenure (10 years or more in the role)
• Consistent managerial ratings (composite average of 3-5 supervisors’ ratings of the individual’s performance in a formal yearly performance review)
• 360º feedback results
• Special designations/awards 

For a copy of the Ladder of Leadership research, download it at www.successfinder.com, or join our next webcast.  For information on identifying and developing high potential leaders in your organization click here.  Or contact us at: [email protected]

About SuccessFinderSuccessFinder is a talent assessment and career success prediction company, proven at more than 75 global and mid-sized organizations. Its robust cloud-based platform is used to predict — with 85% accuracy — the “behavioral DNA”​ connection between people’s behavioral traits and their likelihood to succeed across more than 500 unique roles. Don’t hire for skills and hope for behavior: map the traits that matter with SuccessFinder. http://www.successfinder.com

Media Contact:  Lisa Hartley[email protected]

You May Also Be Interested In

• Sandata Opposes Singular Fiscal Intermediary to Manage Care In New York
• ROSEN, TRUSTED INVESTOR COUNSEL, Encourages Autodesk, Inc. Investors to Inquire About Securities Class Action Investigation – ADSK
• Almonty Closes Additional Tranches of Private Placement