Leadership Expertise

The retirement of the boomer generation, combined with the rise in entrepreneurism, could leave many organizations with a leadership gap. Therefore, it’s no surprise that leadership development tops the list of key business issues facing executives today.

Chally has built a long-standing reputation for effectively helping organizations select, align, develop, and retain the right talent to help bridge the leadership gap. Chally’s tools can also help any organization find untapped talent already onboard, and to develop succession candidates at all levels.

One key question in leadership development is: How much potential does an individual have to be a successful future leader? Chally provides information on a specific person’s capacity of predicted potential by skill. Leadership development initiatives can then provide the capability or actual experience and knowledge that fulfill that skill potential. By identifying capacity early, an organization can target specific leadership development to be able to maximize that skill potential for the organization.

Matching Results to the Correct Competency/Position Profile

Chally research has identified 3 core management types as the chart illustrates below. The combination of Chally’s Job Analysis and Validity Research identifies the competencies for successful performance in specific job profiles so that you can assess the right competencies for the right job role. Chally’s Talent Audit can help identify strengths and developmental needs for leadership succession.

Line Manager

Profit Center

Staff Manager

(Such as CEO, Division Head)

Line Oriented

  • Accepts accountability
    for bottom-line results
  • Seeks authority to make own
    decisions and bases them on input from informed players
  • Develops general management
    skills rather than specific discipline
    or expertise
  • Prefers a directive
    management approach
  • Focuses on improving
    competitive advantage

(Such as Business Unit Manager)

Profit Oriented

  • Line oriented
  • Hands-on style
  • Has total authority for
    bottom-line results
  • Manages all functions-
    goals based on shorter-termgrowth or profitability

(Such as Finance, IT, Marketing, Legal, HR)

Staff Oriented

  • Influences line decisions by providing expert or specialized input that
    shapes or supports those decisions
  • Manages a staff function to
    generate state-of-the-art
    competence and information
  • Motivates innovative thinking to
    create new advances in expertise
    and capacity that increase the
    function’s value and influence
  • Prefers a participative style of
    management and prefers consensus
    to individual action

Although leadership development is often used as a means of indirect compensation, or a means of rewarding leaders, it can be a practical, succession driven focus meant ot develop the few critically necessary leaders who will direct the corporate destiny.

Once your leadership profiles/competencies are defined, you can easily perform a Chally Talent Audit to view strengths and developmental opportunities for more focused succession planning.

Chally continues it’s ongoing research in Leadership Development to keep our data as current as possible, as shown with the latest Global Leadership Research study.

Leadership Solutions

Job Analysis/Validation/Competency Mapping – defining the exact competencies for each sales position

Predictive Assessments - to measure competencies against those needed for the position


Talent Audit – aggregate view of your leadership team’s scoring by competency and by position profile to outline developmental opportunities and pinpoint successors in the various leadership positions


Performance Trac – measuring sales representative’s potential (assessment) and observed work performance (multi-rater survey) to define gaps for development planning

Leadership White Papers