Products for the Executive 

1. Assessing your Leadership Effectiveness

 Some degree of alignment must exist between goals of the individual and any group in which they participate. Assessing your leadership effectiveness is designed for coaching scenarios. It can also be applied to a group of individuals with different responsibilities who work together as a unit. The focus is on maximizing interpersonal effectiveness with others. 

Clients complete ratings on their work experience, quality of coworker relationships, personal goals, and the role they fulfill in their group. The ratings of at least six coworkers anonymously complete ratings of their work experiences. This provides a complete picture for the client on which to base measurable, improved performance. 

The results of the assessment are shared in a private, two to three hour session. The feedback can be given multiple, short-term meetings.

2. 360-Degree Feedback 

An important concept to understand is that 360-degree feedback is a process, not an instrument. It refers to gathering information from subordinates, coworkers and supervisors and presenting it to the client in a manner that leads to increased understanding and effectiveness. The approach should involve a customized assessment process that meets your individual needs. Our process avoids a pre-packaged instrument, but instead develops one to your specifications. 

The results of the assessment are shared in a private, two to three hour session. The feedback can be given multiple, short-term meetings. 

3. Leadership Development 

Leadership requires an understanding of our motivations as well as those of those we lead. The dynamics of the work group are complex. Preconceived ideas of leadership and teamwork often create barriers because they are counter to research-based techniques. Leadership development service involves an in-depth look at the group dynamics, values and motivations. The result is a clear understanding of what it takes to lead your group and a set of specific ways to influence the productivity. 

Clients complete ratings on their work experience, quality of coworker relationships, personal goals, and the role they fulfill in their group. The ratings of at least six coworkers anonymously complete ratings of their view of actual experiences and ideal expectations. The client receives feedback on how the optimum leader would fulfill their role. 

The results of the assessment are shared in a private, one-day session. The feedback can be given multiple days, in short-term meetings. 

Requirements:               At least 3, no more than 10 ratings from coworkers. Additional ratings can be accommodated for an additional fee of $50 each. 

4. Leadership Transition 

Now you’re their boss. You want changes made to the operation. Unfortunately, all will not willingly embrace those changes. With Leadership Transition services, the resistance to change is greatly reduced. Most often the changes are not only embraced but also expected. 

This is designed for the incoming executive, an entrepreneurial enterprise bringing on new a leader, or new leadership resulting from a merger or acquisition. The process involves an assessment of strengths, weaknesses, opportunities and threats from the perspective of the current employees. It identifies the hidden issues of staff that can thwart the best-made plans. 

The process involves developing a customized assessment delivered to all employees. The direct reports of the incoming executive analyze the results. A presentation is made to the executive, as well as the staff. The result is an established line of authority between the executive and staff, a clear understanding of the changes needed, and an expectation of change rather than resistance. 

The results of the assessment are analyzed in a one-day session with the direct reports of the executive. The primary product is a personal presentation first given to the executive, followed by a second duplicate presentation to the staff. 

Requirements:               At least 30, no more than 100 ratings from organizational members.

For these products, contact: Mark@EffectiveOrganizationalChange.com