This matrix defines an executive's quality in his or her current role in relation to the market benchmark for that role. This judgement goes beyond mere technical expertise, important though this is, focusing instead on the extent to which executives translate expertise into clear and tangible achievements. In short, we focus on whether they deliver. This framework will distinguish between executives who are attuned to profits and customers, and others whose internal focus impoverishes their contribution. This way, they add extraordinary value.
Leadership is mainly about communicating a vision and getting others to commit to that vision.
This requires more than just self-belief and authority. It demands that executives are able to network, empathise and develop working relationships. Our leadership matrix will reveal both the extent of executives' desire to lead and, more critically, to what extent their track record demonstrates an ability to do so. This matrix represents the sum of our judgements about an executive. Knowledge that an individual is working at level or could move to the top of his or her function and then into general management is especially relevant in relation to succession, career and resource planning.