Development Model
Developing new skills is a simple if not easy process. To drive all our development work we employ a simple model with five steps. The graphic included here shows each of these steps.
The first step is to determine the competencies. This has been done in the book, The Character of Leadership.
The next step is to assess your leadership strength by conducting an assessment. This means, at minimum, a self-assessment, but ideally it also means gathering the ratings from others, who can give a full 360-degree view of the leader’s competencies.
Armed with the knowledge of where you stand based engage in a development plan. We advocate that these plans be in writing, contain specific activities you will engage in to build your competency, and that these plans be shared with others. Preferably they are shared with the people the leader your are leading. Leadership development is a shared activity with one of the best tools being accountability to the team.
With the plan in place, you undertake the activities of the development plan and once the plan is accomplished (usually one year), you are again assessed on the same to determine the gain in proficiency.
Assessments
We have designed a complimentary assessment that is yours to use as you like. This assessment will provide you an opportunity to respond to the 36 behaviors detailed in the Model.
We can be engaged to create and conduct a multi-rater assessment for you. A multi-rater assessment gathers information from multiple individuals to get a full view of your ability. These assessments usually include a self-assessment as well assessments from your peers, team members and your leader. This full range of perspectives is often called a 360 degree for the full view it provides.
This perspective is valuable because despite all our best efforts as leaders to connect our intent and action we often don’t have the impact we want. Gathering this full range of perspectives is painful and enlightening and in of itself a demonstration of courage.
Take our Personal Style
Leadership is the mix of personal style and leadership behaviors. As such it is important for you irrespective of the leadership competencies to understand your own innate temperament and identify the style that arises from the temperament. Style is "hard-wired," and although it can be modified by learning, experience, and maturity, it is a fixed component of your leadership.
We use the DISCStyle assessment in our leadership development work. This comprehensive web delivered assessment produces a comprehensive report and even allows you to invite others to assess your style. As you consider developing your leadership this is an invaluable perspective.
Order a DISCStyle assessment from our online store.