| 1 |
Anticipates future workforce and talent trends that could impact organizational strategy. |
Strategy |
| 2 |
Aligns HR initiatives with the organization’s long-term strategic goals. |
Strategy |
| 3 |
Demonstrates awareness of industry and labor market changes affecting talent strategy. |
Strategy |
| 4 |
Encourages innovative HR practices to address emerging organizational challenges. |
Strategy |
| 5 |
Communicates a clear HR vision that supports overall business direction. |
Strategy |
| 6 |
Translates external market insights into practical HR strategies. |
Strategy |
| 7 |
Builds HR frameworks that support sustainable competitive advantage. |
Strategy |
| 8 |
Identifies long-term people risks and develops mitigation plans. |
Strategy |
| 9 |
Incorporates workforce analytics to guide strategic decisions. |
Strategy |
| 10 |
Inspires others with a compelling HR vision for the future. |
Strategy |
| 11 |
Regularly benchmarks HR practices against industry standards to stay competitive. |
Strategy |
| 12 |
Anticipates regulatory and compliance shifts that may affect workforce strategy. |
Strategy |
| 13 |
Integrates global workforce trends into local organizational strategies. |
Strategy |
| 14 |
Identifies innovative technology solutions that enhance HR effectiveness. |
Strategy |
| 15 |
Proactively shares insights about future HR challenges with stakeholders. |
Strategy |
| 16 |
Builds trust through transparent and ethical communication. |
Relationship |
| 17 |
Establishes strong relationships with business leaders to understand organizational needs. |
Relationship |
| 18 |
Encourages collaboration across teams and departments. |
Relationship |
| 19 |
Acts as a credible and trusted advisor to senior stakeholders. |
Relationship |
| 20 |
Demonstrates active listening and empathy in interactions. |
Relationship |
| 21 |
Maintains open and consistent communication with peers and direct reports. |
Relationship |
| 22 |
Engages stakeholders effectively in HR transformation initiatives. |
Relationship |
| 23 |
Creates an inclusive environment that values diverse perspectives. |
Relationship |
| 24 |
Handles sensitive HR matters with discretion and fairness. |
Relationship |
| 25 |
Strengthens cross-functional partnerships to achieve organizational goals. |
Relationship |
| 26 |
Seeks feedback from peers and stakeholders to strengthen relationships. |
Relationship |
| 27 |
Manages conflict constructively and with fairness. |
Relationship |
| 28 |
Builds strong external networks that benefit the organization. |
Relationship |
| 29 |
Creates opportunities for cross-level communication and engagement. |
Relationship |
| 30 |
Demonstrates consistency in values, words, and actions to earn trust. |
Relationship |
| 31 |
Ensures HR initiatives are implemented effectively and on time. |
Execution |
| 32 |
Demonstrates accountability for delivering HR and business outcomes. |
Execution |
| 33 |
Uses data-driven insights to make informed HR decisions. |
Execution |
| 34 |
Takes decisive action when addressing organizational challenges. |
Execution |
| 35 |
Balances strategic vision with operational HR delivery. |
Execution |
| 36 |
Tracks and communicates progress on key HR initiatives. |
Execution |
| 37 |
Aligns resources to achieve HR and business objectives. |
Execution |
| 38 |
Consistently meets commitments to stakeholders. |
Execution |
| 39 |
Holds self and others accountable for results. |
Execution |
| 40 |
Achieves measurable outcomes through HR programs and policies. |
Execution |
| 41 |
Simplifies complex HR challenges into clear, actionable solutions. |
Execution |
| 42 |
Adapts quickly when operational plans need to change. |
Execution |
| 43 |
Ensures HR policies and practices support operational excellence. |
Execution |
| 44 |
Prioritizes effectively when faced with competing demands. |
Execution |
| 45 |
Demonstrates resilience and persistence in achieving HR and business goals. |
Execution |
| 46 |
Develops successors and strengthens leadership pipelines across the organization. |
Influence |
| 47 |
Coaches and mentors emerging HR and business leaders. |
Influence |
| 48 |
Champions diverse slates and equitable decisions. |
Influence |
| 49 |
Orchestrates end-to-end change when introducing HR (process, roles, data, adoption). |
Influence |
| 50 |
Ensures the organization has future-ready HR and leadership capability. |
Influence |
| 51 |
Models effective leadership behaviours for others to emulate. |
Influence |
| 52 |
Positions the company through forums, institutes, and industry bodies. |
Influence |
| 53 |
Communicates difficult trade-offs (cost, capability, timing) without loss of trust. |
Influence |
| 54 |
Positions the company in the market by being present in relevant events. |
Influence |
| 55 |
Demonstrates influence in shaping leadership culture at all levels. |
Influence |
| 56 |
Encourages leaders to take ownership of developing their teams. |
Influence |
| 57 |
Promotes diversity and inclusion in the entire HR cycle. |
Influence |
| 58 |
Connects HR priorities to a clear, inspiring purpose that people understand. |
Influence |
| 59 |
Avoids difficult conversations with strong performers who have toxic patterns. |
Influence |
| 60 |
Escalates issues to the Board only after momentum has been lost, rather than building early sponsorship. |
Influence |
| 61 |
In your opinion, what is this leader’s greatest strength? |
No Category |
| 62 |
Where does this leader have the most opportunity to grow? |
No Category |
| 63 |
How would you best describe this leader’s overall leadership style |
No Category |
| 64 |
Please share an example of how this leader has had a positive impact on you, your team, or the organization. |
No Category |
| 65 |
What advice would you give this leader to help them increase their effectiveness and impact in the future? |
No Category |