Innovation Outcomes Brochure Leadership Assessment and Development ____________________________________________________________ Innovation and Enhanced Performance Through Leadership Development
Leadership development solutions are designed and implemented in partnership with clients after identifying intended outcomes and establishing methods of assessing the degree to which outcomes are being met. It's important to keep in mind that leadership development is not simply training, but that it also includes coaching, mentoring, coursework, e-learning, independent study, rotational assignments, international assignments, executive development, and action learning.
Given the complexities of most leadership roles today, coaching is typically employed as a leadership development initiative and as a way of developing or enhancing cross-cultural competencies of leaders with responsibility for international teams. (For more information about coaching and mentoring, read our coaching brochure.) Most leaders benefit from formal training, particularly when it's customized to their organization versus off-the-shelf training. To gain an understanding of all of the categories in which we provide customized training, scroll down to the section of this brochure entitled Customized Training. __________________________________________________________________________________________
We use validated instruments such as 360-degree ("all around") multi-rater feedback and 360-degree interviews to identify and assess actual and perceived leadership competencies and skill sets. Our preference is a 360-degree instrument that assumes whatever contributes to leadership strengths, and assets, also tends to create potential liabilities. This particular instrument plots both potential assets and liabilities on a continuum and evaluates 22 competencies within 6 key areas, which define leaders' abilities to: (a) create a vision; (b) secure buy-in and sponsorship of the vision; (c) implement the vision; (d) follow through on implementation through careful monitoring; (e) achieve results; and (f) function effectively as a team player. These six categories help to determine how tactical or strategic leaders are; how much structure they require, how effectively they communicate, how persuasive they are, etc. When individual leadership assessments are conducted, there is an objective basis for formulating action plans for skill or competency enhancement. __________________________________________________________________________________________
Leadership Development and Employee Retention
employee turnover can be attributed to a particular manager or group of
managers. This is because many leaders, having been promoted from
specialist or technical roles, lack the skills necessary to effectively
motivate, delegate, recognize superior performance, communicate
expectations, and/or resolve interpersonal conflict. As we've described
in other sections of this website, leadership development is key to
effective talent management and it's also critical to developing strong
relationships with employees that maximize retention.
Innovation Outcomes consultants can help leaders maximize retention and motivate associates by helping them to:
- make time for relationship building
- take time to learn about associates' career goals and aspirations as well as their skill sets
- discuss development plans with associates
- develop relevant and viable career paths
- set reasonable performance standards
- assign challenging work with development goals in mind
- provide meaningful development opportunities
- communicate with honesty and integrity
- reward ideas and independent initiative
- recognize employee contributions frequently, in unique and meaningful ways __________________________________________________________________________________________
Innovation Outcomes is often retained to provide customized support to individual
or team development plans constructed within career development plans
and/or organizational succession plans.
training is customized in response to client needs and is based on
adult learning theory and models and includes courses or programs that
are focused on:
Communications Conflict Management Coaching and Developing Others Creativity and Innovation Cultural Competency Dealing with Difficult People Diversity Awareness Gender Differences Generational Differences
Leading Others Leveraging Innovation Leveraging the Benefits of a Diverse Workforce Meeting Management Motivating Others Negotiating Performance Management Situational Leadership Strategic Thinking and Planning Understanding and Valuing Differences*
*(using the Myers-Briggs Type Indicator/MBTI and various other assessment instruments) ______________________________________________________________________________________________________________________________________
Cross-Training, Rotational Assignments, and International Assignments
The focus of these development initiatives is not only on building or enhancing leadership skill sets and competencies, but also on goal setting, development planning, touch-base meetings, skills development, and reinforcement. Other focus areas are on meeting expectations, anticipated challenges or obstacles, and enhancing cross-cultural competencies in communication, problem solving, decision making, and conflict resolution.
______________________________________________________________________________________________________________________________________ To read what clients say about our leadership development services, click here.To see representative coaching engagements, click here.