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Introduction

Who is this guide for?
We know that for development to make a lasting difference, people must be clear on what skill or
behavior they need to improve, be motivated to make the change, and know what steps to take. This
guide provides you with ideas and strategies on how to improve where you need to be stronger or work
around a need so that you can be as effective as possible. You just need to bring the insight and the
motivation. Obviously, anyone who doesn’t recognize their development needs will not be helped by this
guide. If this is you, seek additional feedback and counsel before going any further.

Similarly, if you aren’t motivated to take the steps needed to improve, or you don’t think your need
matters, talk to your mentor or someone who understands your role and aspirations. Ask them why this
need is important for your development. See how the need plays out for you. Consider the consequences
of not addressing the need. Think about the benefits of developing to meet the need.

The tips in this guide provide practical guidance to help you develop. If you recognize your needs and are
motivated to do something about them, read on.

What is in this guide? Where did it come from?
This guide focuses on the Korn Ferry Leadership Architect™, a global competency framework. The Korn
Ferry Leadership Architect™ was designed based on thorough, comprehensive, and rigorous analysis.
This global competency framework was derived based on a combination of quantitative, qualitative, and
market-based data, sourcing from Korn Ferry’s own extensive data stores and external research literature
sources.

Leveraging decades of expertise and knowledge from the hundreds of thousands of leadership
assessments Korn Ferry has amassed, the development of the Korn Ferry Leadership Architect™ was
based on the following criteria and principles:
• Skills that matter most for performance.

• Skills that are most relevant in the 21st century context.
• Validity across global regions.
• A user-friendly framework.

• Content that can be used for multiple purposes including selection, development, performance, and
competency modeling.

© Korn Ferry 2014-2015. All rights reserved. WWW.KORNFERRY.COM

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