The uniqueness of each leader’s situation requires flexibility regarding
choice of assessments. We offer several self and multi-rater assessments for
the leaders in our programs and coaching.
Self-Assessments
Myers-Briggs Type Indicator® (MBTI®) from Consulting Psychologists
Press (www.cpp.com). The MBTI is
a self-report instrument that broadens understanding of leadership strengths.
The information contained in the 18-page report helps leaders with information
on how to take full advantage of their natural leadership abilities and expand
the personal resources needed to manage the mental demands of working in
an organization. Additional materials on Type under stress, Type and emotional
intelligence and Type and coaching may be added. Your custom report, interpretation,
and two booklets, Introduction to Type in Organizations and In
The Grip are included with coaching. An invaluable tool from Lominger
International is the book, YOU, Being More Effective in Your MBTI® Type which
also is included.
Lominger Leadership Architect® Sort Cards. Lominger
International’s sort cards (www.lominger.com)
help build comprehensive, research-based and experience-tested development
plans on 86 of the most common leadership development needs – 67 leadership
competencies and characteristics that are consistently related to leadership
success, and 19 career stallers and stoppers. The 67 leadership competencies
and characteristics are grouped under six factors: Strategic skills,
Operating skills, Courage, Energy and Drive, Organizational and Positioning
skills, and Personal and Interpersonal skills. A forced sort results in 22
competencies and characteristics that you then self-assess according to the
level of skill you have or need in each. The 19 career stallers and stoppers
are grouped under Trouble With People and Trouble With Results and are sorted
separately.
Managerial Styles Questionnaire (MSQ) from the Hay Group, a
global leadership development organization (www.haygroup.com/TL).The
MSQ is a self-scored, paper-based questionnaire that assesses which of the
six management styles (Coercive, Authoritative, Affiliative, Coaching, Democratic,
and Pacesetting) the leader/manager uses most frequently. Each of the six
styles can be effective in certain situations, but no one style, if used
exclusively, is a recommended management technique. Understanding the styles
and thoughtfully choosing which to use in a given situation contributes to
improved morale and performance among those who are managed by the
leader. Daniel Goleman, of emotional intelligence fame, contributed an article
describing the six styles, Leadership That Gets Results, in the
March-April, 2000 issue of Harvard Business Review. The MSQ is most useful
for first-line managers and for individual contributors with leadership responsibility.
Multi-Rater Assessments
“Live” 360 Assessment. The live 360 consists of one-hour
telephone meetings with up to eight people in your organization including
your manager and seven peers and direct reports that you select. To
preserve anonymity, the data from your direct reports and peers are aggregated
and sorted thematically. Responses from your manager (Scott) will not be
anonymous and are included under the thematic headings with his name. I debrief
the report, which contains suggested areas for coaching, with you during
one of our coaching hours.
Leadership Effectiveness Analysis®. The Leadership
Effectiveness Analysis® (LEA) 360 from Management Research Group
(www.mrg.com), a global leadership research
and development organization, measures 22 leadership practices grouped under
six core areas of leadership: Vision, Followership, Implementing the Vision,
Following Through, Achieving Results, and Team Playing. You receive your
42-page report with your strengths and areas for development fully outlined.
I debrief the report with you in one of our coaching hours.
Emotional Competence Inventory™ (ECI) from the Hay Group, a
global leadership development organization (www.haygroup.com/TL).
Emotionally-intelligent leaders are known to get top results from themselves
and others. The ECI provides invaluable data on 18 emotional competence areas
under four clusters: Self-Awareness, Self-Management, Social Awareness and
Relationship Management. The ECI and is based on the well-known research
of Daniel Goleman and Richard Boyatzis. Together, individually, and with
Annie McKee, they have produced three Harvard Business Review articles and
two books on the topic.
