You know the leadership practices your organization needs.
Leader Assessment tells you which ones your leaders actually have.
Your strategic map for leadership effectiveness is in place. Now is the time to establish to what degree the leadership practices match with what your organization has determined are those required of your mid-level and senior leaders for success of the business. This Leader Assessment process gives your organization a robust picture of the leadership practices in use by your key leaders today, and sets the baseline for the initiatives that will be needed to support your overall leadership development plans for the future.
Leader Assessment Process
The process begins with a 360 and a personality profile assessment. Although we have a variety of 360 assessment instruments available to us, we primarily use the Leadership Effectiveness Analysis (LEA) from Management Research Group (MRG), a global leadership research and development organization. This reliable and validated on-line instrument is available in several languages, can be normed against country-specific data, and can be customized for each leader to include several open-ended questions. For the self-assessment portion of the leadership assessment process we use the MBTI® Step II expanded interpretative instrument.
What the Process Measures
The LEA measures perceptions of core Leadership Practices on 22 Leadership Dimensions grouped under six key focus areas: 1) Vision, 2) Followership, 3) Implementing the Vision, 4) Following Through, 5) Achieving Results, and 6) Team Playing.
The instrument's accompanying Leadership Impact Report measures 26 Leadership Success Factors grouped under nine impact categories: 1) Organizational Impact, 2) Credibility with Management, 3) Credibility with Peers and Direct Reports, 4) Business Knowledge, 5) Cognitive Skills, 6) Taking Charge, 7) Social Skills, 8) Working with Others, and 9) Managerial Impact.
The MBTI® gives leaders a wealth of information on how to take full advantage of their natural leadership abilities and expand the personal resources needed to manage the mental demands of working in an organization.
Together a robust picture of strengths and development areas emerges. These data points form the basis of the Master Leadership Plan that is then designed within the context of the leader's organizational goals and objectives. Executive Coaching is often a follow-on from the Leaders Assessment process.
Contact us to talk about conducting Leaders Assessments with your leaders at the director-level and above.
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