Leadership effectiveness is crucial for
Achieving all types of success!
The relational capabilities of the Leader must be continually improved. How much do you know your staff? Do you know their strengths and weaknesses? Do you play to their strengths? Do you have tools to help you discover them? Do you have systems in place for good regular feedback of your staff? Is your workplace a place where people are emotionally intelligent?
Below are some assessment tools (online or hard copy, only $40.00), each one can be delivered as a group training package or as a stand alone assessment. I can help you know where you - or your staff - are currently situated, and then to strategically move you to your desired future:
Change Management Effectiveness Profile (ref # 1)
This instrument looks at an individual's capacity to manage change successfully (for themselves and others) using seven separate categories. These are Proactive thinking, Preparation for change, Involving others, Visualizing the future, Communicating clearly, Breaking from the past, and Consolidating new learning.
Communication Effectiveness Profile (ref. # 2)
This instrument looks at an individual's ability to effectively get their message across using seven separate categories. These are Empathizing, Receiving, Clarifying, Understanding, Reading non-verbal clues, Feedback giving and Transmitting your message.
Conflict Style Instrument (ref. # 3)
This instrument helps individuals to learn more about the styles that both they and others might use when facing conflict situations. There are five style categories: Integrating, Suppressing, Sacrificing, Usurping and Exchanging. In the extensive interpretation notes, individuals are also given a comprehensive model to help them to understand in what context the conflict might have arisen in the first place.
Customer Service Commitment Profile (ref. # 4)
This instrument looks at how much commitment exists for service excellence to customers from two perspectives - the individual's view about their own commitment, and about what they see to be the commitment to service by the wider organization around them. This provides a detailed 'gap' analysis in six service categories. These are 'Service leadership and vision', the 'Voice of the Customer', 'Service standards', 'Empowerment for Service', 'Process and Systems alignment' and 'Service rewards and recognition'.
Goal/Objective Setting Effective Profile (ref. # 5)
This instrument looks at an individual's ability to effectively set goals and objectives for themselves and others using seven separate categories. These are Vision clarity, Direction and target setting, Planning and organizing, Measurement and milestones, Communication and engagement, Motivation and commitment and Results focus and orientation.
Leadership Effectiveness Profile (ref. # 6)
In the individual competency range of diagnostic instruments, the Leadership Effectiveness Profile is the major instrument to which all the other profiles are linked. This means that an individual will often find that completing the leadership profile first will give them some strong indicators about which other instrument may prove to be useful in terms of giving them a more focused and deeper view. The eight categories are: Emotional Intelligence, Contextual Thinking, Directional Clarity Creative Assimilation, People Enablement, Reciprocal Communication, Change Orchestration, Driving Persistence. The overall leadership profile gives individuals a clear performance graph in each of the eight categories as well as detailed interpretation notes to use in personal action planning for improvement.
Management Effectiveness Profile (ref. # 7)
This instrument looks at how effectively individuals manage. Twelve key managerial competency areas come under four clusters: Managing your job, Relating to others, Building the team, Thinking clearly These represent a complete model of managerial effectiveness and are treated separately and then combined to create the individual’s overall profile.
Personal Effectiveness Profile (ref. # 8)
This personal effectiveness profile is a broadly based instrument that looks to measure the personal leadership capabilities of individuals (whether or not they are directly responsible for leading others). The seven personal effectiveness categories are Delivering results, Achieving to higher standards, Straight talking, Developing yourself, Taking responsibility, Pulling together and Exceeding customer expectations.
Personal Stress & Well-Being Assessment (ref. # 9)
This instrument looks at the whole subject of stress and well-being in seven separate categories. These are 'Predisposition', 'Physical Fitness', 'Nutrition and Diet', 'Personal well-being', 'Emotional balance', 'Emotional habits and control', and 'Work Life'. Each category gives individuals a clear graph to indicate their relative levels of stress and detailed interpretation notes to use in personal action planning for improvement.
Teambuilding Effectiveness Profile (ref. # 10)
This instrument looks at an individual's ability to effectively build the team using the Forming, Storming, Norming and Performing model and using seven separate categories in all. These are Vision and direction focus, Alignment of values, Team role and competency clarity, Groundrules determination, Performance appraisal effectiveness, Team learning and results focus and Boundary management.
Time Management Effectiveness Profile (ref. # 11)
This instrument looks at how effectively individuals manage their time in a range of different situations and circumstances. The instrument divides the subject in to seven separate categories. These are 'Predisposition', 'Preparation skills', 'Organizational ability', 'Pressure management skills', 'Delegation skills', 'Interruption management skills' and 'Results orientation'. Each category gives individuals a clear graph to indicate overall performance as well as detailed interpretation notes.
Values Indicator for Alignment (ref. # 12)
Every organization, however large or small it may be will have a range of underlying values held by its individual members. These informal and often invisible views form what is generally seen to be the values culture of the organization. The more people's values can be understood, the more the organization can take account of its employee feedback and act in more positively aligned ways. This assessment helps individuals to discover their own most important values and to discover the values of the organization as a whole.
Management Style Questionnaire (ref. # 13)
This self-scoring assessment of management styles uses Douglas McGregor’s highly influential way of viewing people’s motivation in the workplace, known as Theory X and Theory Y style of thinking. The questionnaire determines the mix of these styles in an individual and provides interpretive guidance notes.
Emotional Intelligence Style Profile (ref. # 14)
This instrument uses the two scales of "Degree of structure" and "Motivation" or "Drive" to create a four quadrant grid to help describe the style of emotional intelligence that people are likely to use. The four different styles are Reflective, Conceptual, Empathetic and Organized. The instrument plots relative individual scores in all these quadrants and provides detailed explanation/interpretation notes.
If you are ready to get serious about reaching your potential, or to transform your organisation, then feel free to email me and we can set up a time to talk about what would be the best approach for your situation.
Executive Coach Dave Allan
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