2003 Leadership Predictions: DDI Says Succession, Integrity and Job Satisfaction are All Hot Topics for Organizations This Year.

Business Editors

PITTSBURGH--(BUSINESS WIRE)--Jan. 14, 2003

The corporate missteps of 2002 won't be easily forgotten -- or forgiven -- in the coming year. Instead, senior leaders will be scrutinized closely by everyone from the board of directors to employees, according to Development Dimensions International, a human resource consulting firm specializing in leadership.

"There is a new attitude about how senior leaders are evaluated," DDI President Bob Rogers said. This can be attributed to a reprioritization of what is important in leaders -- authenticity, cultural values and integrity.

DDI's 2003 leadership predictions:

-- Succession management will be a top priority. "It's always been a hot issue and now it's burning hot," Rogers explained. Organizations want to make sure that they have people prepared for leadership roles in their organization to avoid the risk of recruiting individuals from the outside who might not be a fit for the organization.

-- Boards will become more rigorous in their evaluations of CEOs. And not just on earnings and other monetary deliverables. Ethics and cultural strategy will become part of the formula of how boards will measure a CEO's success.

-- Balance will become a higher priority for employees. To retain talent, organizations will have to provide support for employees' quality of life issues like more time for family and outside commitments. Rogers explained: "Companies will need to become a partner in the work/life balance because employees will demand it."

-- The talent shortage will continue and even accelerate in 2003. In addition to a retiring generation of baby boomer leaders, organizations have not focused on leadership development as much as they should have. In fact, according to DDI's Leadership Forecast 2001, only 23 percent of organizations were satisfied with their leadership development programs.

-- There will be more emphasis placed on screening for authenticity in senior leaders. "Organizations will want to know if they keep their word and how previous employees describe them," Rogers said. This is a change from a previous focus on performance.

-- Employees will continue to be skeptical about management. This attitude results in a `them against us' water cooler culture. "Organizations will have to counter that with more eyeball to eyeball communication," Rogers said.

-- More emphasis will be put on integrity as an organizational value. Right now, 55 percent of organizations list integrity as a value. This will increase in 2003, Rogers said. "Companies will be forced to put some teeth behind it and CEOs will need to walk the talk."

Available for interviews: Bob Rogers, President of DDI

To schedule an interview or for more information, contact Jennifer Pesci-Kelly at 412-473-3430 or [e-mail].

About DDI

Since 1970, Development Dimensions International has worked with some of the world's most successful organizations to achieve superior business results by building engaged, high-performing workforces.

We excel in two major areas. Designing and implementing selection systems that enable you to hire better people faster. And identifying and developing exceptional leadership talent crucial to creating a workforce that drives sustainable success.

What sets DDI apart is realization -- we focus on the needs of our clients and have a passion for their success. Our 1,000 associates, located in 75 offices and 26 countries, work with each client to craft and implement solutions that improve people's performance.

The outcome? You bring the best people onboard, who get up to speed faster, contribute more and stay longer -- giving you the ultimate competitive advantage. To learn about the results our clients' experience, visit www.ddiworld.com.