Professional Services

Key Manager Leadership Development

What It Is

• The paradigm for our executive coaching initiative.
• A defined executive development plan constructed from individual assessments, peer reviews, management feedback, and corporate goals.
• A series of one-on-one exchanges between the consultant and the executive candidate regarding stages of the plan.
• A unique, customized technology, serves as the centerpiece of the executive development coaching and consulting process. As an important part of the discovery phase with both senior individuals, highest potentials and executive teams, we typically this profile to provide insight for development between the executive coach and client in a report profile (Executive Management Assessment) that focuses on the potential individuals and teams have for valuing critical components of work.
• The Leadership Forecast and Challenge report provides excellent measures of motivational and personality characteristics. It identifies the unique values, preferences, and interests, in addition to the potential and talents of the participant and their “dark” side under stress.  It serves as a developmental tool and measures one's value proposition centering on individual strengths, identifying blocks and barriers to performance, and includes an analysis detailing the participant's value system and behavioral attributes.  The behavioral attributes are best measured by assessment inventories that are capable of looking beyond a small sample of behaviors to provide a description of “why we do what we do” those behaviors occur in the first place.  Thinking Inventory is a good measure of cognitive abilities, motivational characteristics speak to our wants and desires and are often manifested in our values.  This comprehensive behavioral and competency framework enables an individual to better understand how to understand and create a development plan.
• This developmental model is based on integrating the self-assessment battery metrics; and, where possible, feedback obtained from a customized mini-360 anecdotal data collection via select interviews.  The framework sets the stage for direct intervention at the behavioral level in both the sort-term and the long-term.  The coaching premise targets building awareness which requires a person to better and more fully understand the “what and the how” associated with a development need.  The Development Planning report provided, extracts the behavioral attributes and the competency domains (“what we do and how we do it”) which are clusters of competencies that fit together and have an important development relationship to each other, with Job Performance which represents the requirements necessary to be successful in a job role.  The report is developed for the individual around Business Skills vision, problem solving, planning), Leadership Skills (delegation/empowerment, coaching, managing performance), Interpersonal Skills (approachability, listening, building relationships), and Intrapersonal Skills (action orientation, initiative, composure).  The written summary includes, Performance Strengths, such as, personal impact, interpersonal skill, working and learning style; Values and Drivers, including achievement motivation, decision making style, and values; along with Challenges, which captures, reactions to others under stress. We provide a Career Development overview centered on managing strengths that can become weaknesses.
• For developing teams to a new level, we conduct a comprehensive team audit using the Dechant Marsick Instrument which measures three key team variables: team conditions (appreciation of team, individual expression, and operating principles), team processes (the “how” of approaching work)  and team results (the assessment of what the team produces, its learning outcomes). This assessment looks at learning as a both a process and output of teamwork.  The instrument identifies, assesses, and addresses those factors that facilitate or potentially impede team learning.  Using the assessment results, as soon as the team begins working together, learning begins to take place, as it solves a problem, participates in a project or developing something new, it must learn as a team. 

Why It's Important

• Leverages succession planning to achieve organizational fit, and reduces the risks associated with hiring from outside the company.
• An investment that takes advantage of the unique loyalty and professionalism of the executive staff -- qualities not commonly found during a search of the open market.

The Value Proposition

• Individual development planning and accountability initiatives reduce the risks of executive placement mismatches and the attrition of key talent .
• Pragmatic, Effective.
• Measurable ROI.
  

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