The most effective leaders have a clear picture of their strengths and shortcomings. They know what they need to improve, how to leverage their talents and when to rely on others. Our Executive and Management Assessment programs provide feedback regarding one’s:
- Intellectual skills
- Decision making style and skills
- Motivation and drive for results
- Interpersonal skills
- Leadership abilities
- Influencing skills
- Creativity and strategic thinking skills
- Teamwork skills
- Organizational and planning skills
- Stress resilience
Program Steps Career Goals and Objectives
Data Gathering – Participants complete a battery of tests/questionnaires and an interview with a consultant. When appropriate, 360-degree information is also gathered from the participant’s manager, peers, direct reports, senior managers and/or customers to identify the individual’s management and interpersonal style and elicit suggestions for increased effectiveness.
Feedback Meeting – The participant meets with the consultant to review a written report, which covers interview results and test data. The consultant also provides feedback, along with suggestions as to how to develop new skills or improve existing ones. During this meeting, the participant have the opportunity to practice new skills.
Development Plan – The participant prepares an initial draft of his or her development plan. The plan includes strengths, developmental needs, and an action plan to achieve goals. Once the initial draft is complete, the consultant works with the executive to focus their plan on the needs of the organization; set specific, measurable, and achievable goals; and identify actions to achieve those goals. Action items may include further education and training and/or practical behavior changes that can be worked on daily.
Meeting with Manager – The participant meets with his or her manager and agree on each item in the development plan. This meeting provides the participant with the opportunity to have a dialogue with one’s managers about what motivates them and how to work more effectively together. In addition to getting support from one’s manager, participants may identify others within the company who might assist with his or her development plan, such as a member of the senior management team, a peer, or a direct report.
Follow up – The participants and their managers review participants’ improvements. They may identify new goals or modify existing ones. Managers are encouraged to provide positive, as well as constructive feedback at this stage.
Benefits of the Program
People change and grow only when they are aware of the gap between where they are and where they want to be; reflect on that gap; gain insight into ways to close the gap; and act immediately on their insights. Participant benefits include:
- Clear understanding of the gap between one’s current state and the possibilities.
- Time out to focus on individual strengths and how to leverage them for one’s professional development.
- A clear set of goals to improve one’s effectiveness.
- An opportunity to compare skills and styles to others.
- An actionable development plan with suggestions to improve skills, modify style and change unproductive behaviors.