Attracting, retaining and developing high potential talent is a challenge facing most organizations today.  Hile Rutledge, MSOD (LinkedIn profile) President & Principal Consultant, OKA, tailors the development approach to the field, the candidate and the organization’s culture.

Hile believes that every serious development effort must focus on and be rooted in greater self-awareness and better self-management.

Some development efforts are conceived or adopted to build a lacking skillset or correct a deficiency; whereas other developmental efforts are designed to augment, accentuate—and even reward—effective performance.

Regardless, Hile believes that everyone has room to grow and improve.

In many cases, companies turn to a talent development assessment and the underlying framework and model to help high potentials take their next steps.

Hile and OKA have many favorites in their “high potential toolkit”, including assessments on Personality Type and Emotional Intelligence, but today Hile would  like to share some favorites to improve decision making, strengthen change leadership and increasing influence.

In this webcast Hile will discuss:

• Three assessments used to successfully develop High Potential candidates. These include the: Change Style Indicator, Influence Style Indicator, & Decision Style Profile
• A powerful decision making model that leverages five decision factors and five styles along an inclusion continuum
• How to get the most from others by flexing within five influencing styles
• How change preferences impact our ability to lead change