LEADERSHIP ASSESSMENT AND COACHING

Five Key Questions
Is your organization investing enough in the development of key management leaders and decision makers who will determine the future success of your organization?

Has your organization identified and quantified the corporate and individual leadership strengths and weaknesses of your Senior Management Team?

Does your organization have a strategy for acknowledging and building on your corporate and individual leadership strengths?

Has your organization identified specific areas of corporate and individual leadership weaknesses that need to be developed or improved?

Is your organization willing to invest in providing professional personal coaching and mentoring to assist individual leaders in making positive changes toward successfully achieving personal and corporate goals?

Leadership Assessment

There are many differenct approaches that an organization may use to evaluate the Senior Management Team. One of the best assessment tools that we have successfully utilized is the Campbell Leadership Index (CLI) developed by Dr. David P. Campbell and Dr. Dianne Nilson and published by Pearson Reid London House. The CLI is a well-established, researched, and normed leadership assessment device that has been successfully used with a variety of organizations. The 100 question survey is completed by the individual Senior Manager and up to eight observers who work closely with him/her (peers, subordinates). The CLI provides the Manager's self-rating, observer ratings, and group norms for five key broad oritentations and specific scales as follows:

• Leadership - the act of being out in front, making new and creative things happen. Scales: Ambitions, Experienced, Daring, Original, Farsighted, Dynamic, Enterprising, Persuasive
• Energy - a recognition of the physical demands required of leaders: long hours, stressful days, difficult decisions, wearying travel, and public appearances.
• Affability - an acknowledgement that leaders need to foster teamwork and cooperation and make people feel valued. Scales: Affectionate, Entertaining, Considerate, Friendly, Empowering
• Dependability - being credible and able to allocate organizational resources and manage details.
• Resilience - the ability to show optimism, mental durability, and emotional balance. Scales: Calm, Optimistic, Flexible, Trusting

Processing the Results

The interpretation of the results can either be done in a group format or individually and takes about 1 1/2 hours. The organization should develop a strategy for acknowledging and building on the corporate and individual leadership strengths and weaknesses that need to be improved. Each manager develops a Leadership Development Action Plan to address the specific leadership weaknesses in terms of specific changes desired, resources involved (training, coaching), how progress is measured, and targeted dates for completion.

Professional Coaching

Managers and organizations want to be successful! Success is achieved corporately and personally through accurately perceiving and managing change. Therefore, the primary task of the coach is to gather data from the manager and from those whom the manager interacts with in order to develop an accurate view of "realities" (perceptions and expectations) and to assist in developing and planning strategies for positive personal and organizational change. Coaching is a critical part of individual and organizational development and growth. Without coaching, the manager may wander aimlessly giving the appearance of being focused on objectives, but in reality may be only "treading water" or worse, failing!

Dr. Barkhaus is a highly trained and experienced professional evaluator and coach who gives a fresh perspective and appreach when analyzing organizational processes and individuals. Dr. Barkhaus provides the personal coaching and mentoring to assist individual leaders/managers in making positive changes toward achieving personal and organizational success!