|
Step 1: Interview
and Survey
Design |
|
|
|
Prior to conducting
the actual assessment, a consultant will interview
the leader to be assessed to gain a foundation and
perception of their current leadership strengths and
areas of concern. This information will be used to
help customize the Leadership Development Assessment
Questionnaire. If the leader is uncertain as to what
their strengths and areas of concern are, the
leader's direct supervisor, peers, or direct reports
may be interviewed to help customize the
questionnaire.
A consultant will work with you to customize the
Leadership Development Assessment Questionnaire. |
| |
|
Step 2: Administration
and Processing Data |
|
|
|
A customized
questionnaire will be sent to the leader's direct
supervisor, at least four peers, at least four
internal customers, all direct reports, and a few
external customers (if applicable). The participant
will also rate him/herself. Each person contributing
to a leader's LDA will also have a chance to
elaborate on his/her feedback in the comments
section. Results will be processed and compiled.
Recommendations will be customized for each leader's
lower rated areas. |
|
|
Step 3:
Presentation of Feedback |
|
|
|
Each leader will
receive a binder containing their results. The
consultant will meet one-on-one with the leader to
present the feedback. |
|
|
Step
4: Action Plan &
Followup |
|
|
|
After meeting with
the consultant, the leader will create an action
plan of what they will do differently to improve
their lowest rated areas. The leader will forward
the action plan to the consultant for review. Once
finalized, these action plans will be presented to
the leader's supervisor who has an obligation to
help coach and hold the leader accountable for
development. The consultant will contact the leader
approximately 90 days after the completion of the
action plan to find out what pieces of the action
plan are working and what pieces of the action plan
are not working. The action plan will be re-designed
accordingly. |
|
|
Step 5:
Executive Team Training |
|
|
|
Training determined
based on the results of the Assessments. |
|
|
Step 6: One
Year Follow Up |
|
|
|
At approximately one
year, we recommend completing the survey process a
second time. The purpose of collecting the data
again is so the leader can measure their progress. |
