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Eliminating lower performers

78.8%

Stepping up leadership development efforts to protect and motivate high potential talent

54.5%

Using focused development interventions to enable current leaders to manage more effectively

51.5%

Changing compensation structure and/or limiting rewards payout

33.3%

Freezing training budget in general but evaluating needs on case-by case basis

28.8%

Other (E.g. hiring and salary freezes) Reducing or eliminating all staff and leadership development programs Modifying benefits structure to cut overhead costs

24.2% 15.2% 12.1%

Conducting accelerated development to improve specific skills for our leaders

53%

Re-examining the type of leadership we will need moving forward and assessing our current management team against those needs

42.4%

33.3%

Engaging executive coach to help leader(s) Actively seeking new leadership externally because our internal team is not strong enough We are taking no new action Others (E.g. Building team cohesion)

10

25.8% 12.1% 9.1%

Bringing Leadership to the Fore: How Organizations in China are Managing Talent in the Downturn  
Bringing Leadership to the Fore: How Organizations in China are Managing Talent in the Downturn  

Bringing Leadership to the Fore: How Organizations in China are Managing Talent in the Downturn

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