ICEDR Research

Access the latest ICEDR research on global talent management, leadership development and enterprise-wide change. Stay abreast of recent projects and research results. Download research reports, view videos or save in your ICEDR account library.

Make It Happen research

Current ICEDR Research Project:
Make It Happen! How Women Leaders Unleash Their Strengths

We live in a world where less than five percent of CEOs around the globe are women. If more women are going to rise to the top, we need to understand the lessons of those who have made it. This research report features practical advice from exceptional women around the world. Building on prior QUEST research, What Executives Need to Know About Millennial Women, this research highlights how the next generation of women leaders can Make It Happen! and unleash their strengths to build successful careers and meaningful lives.

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Developing Enterprise Leaders

In April of 2004, ICEDR Founder and President Doug Ready wrote an article for MIT Sloan Management Review, “Leading at the Enterprise Level,” which introduced the concept of leaders who are able to juggle the often-conflicting needs and priorities of unit or division vs. the whole. Ten years later, companies still have trouble developing leaders who are able to systematically think across silos. In our search of the literature and conversations with company executives, we have found broad acceptance of the concept but no advice on how to get there. Thus, Doug Ready and Ellen Peebles, former Senior Editor at Harvard Business Review and a Senior Fellow at ICEDR, are launching a project to uncover this rare breed of leader and study how companies develop them and put into place the organizational policies and practices that support these new behaviors.

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Developing Next Generation Women Leaders

Executives at ICEDR sponsor companies and partner business schools have told us that companies face the challenge of retaining women that are around the age of 30. If companies can retain women at this difficult stage, it could alter the shape of the female talent pipeline. Companies and their leaders are looking for organizational practices that target high potential women at this critical juncture. As a result, ICEDR is launching a research project that will gather company practices aimed at retaining high potential women around the age of 30. Through this ICEDR research project, you will learn how your organization can become a talent magnet for young, high potential women.

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 Survey Results

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Taking Charge - A roadmap for a successful career and a meaningful life for high potential corporate women leaders

Less than five percent of CEOs are women, but research has shown that having more women on a team increases its productivity and creativity. If more women are going to rise to the top, we need to understand the secrets of the women that have made it. The ICEDR team interviewed sixty top women executives from around the world in order to understand what they do that makes them successful. The result is a call to arms for rising female executives, a report that is candid, thought-provoking and full of advice for the next generation of women leaders.

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The Purpose-Driven Enterprise

During the financial crisis, we heard a lot about declining profits, lay-offs, and low morale levels. For a time, it seemed all news was bad news – but not everywhere. In fact, some of the executives we encountered suggested that their companies were in the best of times, not the worst. All companies were feeling strained, to be clear, yet some reported high levels of engagement, cohesion, and optimism. Some were thriving while others seemed caught in a downward spiral. And so we wondered: what’s different about these organizations? As a result, ICEDR launched the Purpose-Driven Enterprise Initiative, a research project that took us deep inside of some leading companies who were using purpose to energize their companies. Our research team has prepared a richly detailed report about Purpose-Driven Enterprises, based on interviews at leading global companies from a variety of industries.

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The Talent Management Value Chain

For this ICEDR research project, we set out to investigate the world of the talent management leader. Our objective was to gain an improved understanding of the challenges global companies face and to better comprehend how those strategic challenges translate into talent management priorities. You, seasoned HR executives, taught us what’s important to talent leaders today, where your organizations excel and the opportunities you see on the horizon for improvement. In this report, we lay out some of the main talent management challenges executives told us their organizations face. Then, we highlight an example of a company that is taking action.

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The survey results are based on data from 111 talent management professionals in 19 countries who work in large global corporations about their top talent management challenges and priorities.

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Building the High Flex / High Value HR Team

HR needs to deliver functional excellence. It needs to do it in a way that helps your line managers and senior functional counterparts run their units more effectively. And it needs to learn how to help run, grow, and change the enterprise as the occasion arises. You don’t need to excel in all of these capabilities yourself, but you need to have an HR team that can deliver excellence in all of these stages if you aspire to build a world class HR function.

In this research report, you will find a framework that portrays the levels of contribution required of HR teams in global organizations. This framework takes into account the complexities of a continuously changing economic environment as well as the sensitivities of implementation according to a time horizon that fits best for your organization.

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