The first step in working with your organization is to capture current ‘snapshot’ of your leadership skills and also those of your team members if you are leading a team. We have used these assessments extensively and believe each provides valuable insight.
Our clients find that the assessment tools help individuals clarify where to focus their development efforts for the most effective results. We use these same tools for team development so you are getting additional value for your investment in assessment. It is important that your team is willing to work with the assessment tools and that the tools align with your organizational systems. Once you have made the investment in assessment, these tools will be used as the foundation for your tailored leader development and team effectiveness.
The Innovative Leadership self-assessment evaluates your competence against each of the five innovative domains. You can then use the assessment results to determine where to focus your developmental efforts and also understand your strengths. Click to take the free innovative leadership assessment.
For Leader Type we’ve found the Enneagram to be most effective assessment to measure leader type in an organizational setting. The Enneagram system of personality assessment is unique in its ability to identify specific strategies that will work best for specific individuals, allowing you to tailor personal and professional work to achieve optimal results. It is an invaluable tool for understanding the core issues related to type.
For team development, the Enneagram assessment is used to profile the individual team members and create a composite team score. Individual team members understand how they fit within the team and what role they play with regard to team and project success. This can be very valuable for individual development as well as team alignment.
We are also certified in other tools such as Myers-Briggs Type Indicator (MBTI) .
For Developmental Level we use the SCTi-MAP. This Harvard-tested instrument is the most rigorously developed, unbiased and reliable stage measure to assess adult leadership developmental. The MAP brings you practical information that can be translated into an actionable development plan. Unlike other instruments, which give you only general stage descriptions or a final score, the MAP provides unique and personal feedback. The MAP is also the most sophisticated instrument for measuring highly complex meaning making. It is thus ideal for identifying mature self-actualizers. These are the people most likely capable of integrally-oriented, transformative leadership. We use this assessment to test for Level 5 Leadership. While it was not developed in conjunction with Collins in his research for Good to Great, we believe it is the closest approximation available at this time.
We developed a short Resilience self-assessment to help you identify your scores against the four resilience domains. We encourage you to take this survey as a way to get a snapshot of where you excel and where you may want to focus your resilience development effort. Click to take the free resilience assessment.
For Leadership Behavioral Competencies, we use The Leadership Circle. The Leadership Circle Profile (TLCP) is a true breakthrough among 360 degree profiles. It is the first to connect a well-researched battery of competencies with the deep motivations and underlying habits of thought. It reveals the relationship between patterns of action and the internal assumptions that drive behavior. Ultimately, TLCP goes to the source of behavior to get greater leverage on change. Furthermore, unlike most profiles which take hours to interpret, TLCP integrates all this information in a way that brings the key issues to the surface instantly. The data in TLCP reveals itself in seconds. At a glance, the whole gestalt is accessible. It immediately gets you in touch with what is working, what is not, and why.
Spiritual Intelligence has a special role as an integrating intelligence—a “capstone” that links and amplifies our rational and emotional capacities. The SQ assessment, created by Cindy Wigglesworth, evaluates 21 competencies using a framework aligned with the emotional intelligence model created by Daniel Golemen. It is correlated with the MAP assessment referenced above.
Cindy began the process of translating the intangible ideas of spirituality into terms that businesspeople could relate to and set out to create a rigorously tested, faith neutral, professional quality instrument for measuring this elusive skill-set. Spiritual intelligence is distinct from spirituality or religion. Spirituality, as she defines it, is the innate human need to be connected to something larger than ourselves, something bigger than one little ego, the one innate need that exists in all of us. Religion is a set of beliefs and practices, usually based on a sacred text, and a community of practice to support people in their spiritual growth. And all of those things can be reinforcing of spiritual intelligence development, but spiritual intelligence can be developed independent of belief or tradition. Spiritual intelligence is a set of skills we must develop over time, with practice.
Created with much consideration, her definition of spiritual intelligence is: “the ability to behave with wisdom and compassion while maintaining inner and outer peace regardless of the situation.” The word behave is critical to this definition. If we do not prove it with our behaviors we are not really developed in this arena. For more information about this assessment, reference Cindy’s paper: Deep Intelligence: The Critical Intelligences for Leadership Success in the 21st Century.
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