Amanda Knight

How are people left feeling after being in your presence, and how do you know? As a leader you have the power to make or break somebody’s day. With just a look, or the tone of your voice, or the words you choose, you can redirect the energy and focus of the people on your team, one way or another. In this experiential session we will explore five ways you may be destroying trust as a leader without realizing it, and five powerful antidotes that will accelerate your team’s engagement and performance.

Do your leaders assess their talent using bias and pigeon holes? Are your high potentials really awesome or just the larger fishes in a small pond? Amanda shares the journey that led her and the People & Culture team at McCoy Global to design and implement a whole new Succession Planning process, and an alternative Talent Review model to the 9-Box, from scratch. What we wanted: • a succession plan ready to support the organization’s growth strategy; • talent assessment tools that shine a light on true potential; • simple, meaningful, integrated, non-judgmental people processes that foster a thriving culture. Key takeaways: • How we separate out performance and potential so that we more accurately measure our future talent reality • Why it was essential to remove unconscious bias from our talent processes • When succession planning stalls at assessment, what needs to happen next? • A talent model for our time: Forget 9 boxes, think 4 runways instead!