Great Leaders Attract Great
Employees and Clients
Leverage and Develop leadership
Talent to Build High Performance
Teams
The primary objective of our recommended strategy is to define
leadership competencies that will help
managers strengthen their leadership skills by soliciting the
opinion of various individuals on eight critical Leadership Skill
groups that include eighteen competencies to identify gaps in
perception and to identify the most important areas to focus on for
performance improvement.
At the conclusion of this initiative, each manager will have defined the
performance issues, and suggested areas to target improvement utilizing a
personalized SkillBuilder™ eLearning training/coaching module in order to
develop and fine-tune their leadership competencies.
In addition, we offer optional tele-coaching
services consisting of two options on how to leverage the feedback report and
further to develop new skills based on our program The Core Competencies of
Leadership.
Suggested Program Objectives
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Baseline managers’ leadership skills and competencies targeted
for continuous improvement.
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Deploy an easy-to-use online system for boss, peers and
subordinates to use.
-
Quantitatively analyze critical leadership core competencies of
each manager to identify growth potential and alignment with
self, boss(s), direct reports and peers.
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Provide quantitative data to guide future organizational
development initiatives.
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Empower managers with eLearning tools that encourages self-paced
learning activities.
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Encourage a mentor/coach environment for long-term growth.
Our Recommended Strategy
The strategy recommended is to implement the Checkpoint360™
Leadership Development System, comprised of three elements, as
described below:
Phase One:
Checkpoint360™ Competency Feedback
Survey
The Checkpoint360™ survey is an online survey to provide managers
with multi-rater feedback from those who observe their performance
their bosses, subordinates, and peers. This is an important process
because increased awareness motivates managers to change the way
they do their jobs. The experience of participating in our unique
360-degree feedback system fosters powerful professional
development. This assessment
process is concerned with a manager’s job performance in 8 skill
clusters and 18 universal competencies, described as follows:
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Communication
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Listens to others
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Processes information
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Communicates effectively
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Leadership
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Instills trust
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Provides direction
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Delegates responsibility
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Adaptability
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Adjusts to circumstances
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Thinks creatively
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Relationships
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Builds personal relationships
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Facilitates team success
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Task Management
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Works efficiently
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Works competently
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Production
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Takes action
-
Achieves results
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Development of Others
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Cultivates individual talents
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Motivates successfully
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Personal Development
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Displays commitment
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Seeks improvement
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The Process
Each participant completes an evaluation, a process that takes about
30 minutes. They are guaranteed anonymity (except for the “Boss”)
and urged to be honest and objective in their responses.
Participants may complete their assignments via the Internet, and
results from all participants are compiled in a report that is
returned to the manager.
Feedback Report
Checkpoint360™ feedback reports have colorful graphs and charts as
well as narrative descriptions of the results to help the manager
read, understand, and effectively use the data for self-development.
The report has a special personal growth section that coaches the
manager and helps improve performance in development areas.
360 Deployment Options
Critical to the success of any organizational
development leadership performance improvement initiative is
dependent on how the initiative is perceived and embraced by
participants and supported by Senior Management of the Organization.
The result of an effective should
result in a consensus by all participants that the learned behavior
is relative to and can become the fabric of their organizations
behavioral culture.
In order to accomplish the objectives stated earlier in this
document we offer several deployment options as follows:
Deployment Option One: Self Directed
1.
Checkpoint360 is deployed online
2.
Leader (self)and Administrator or Boss receives a hard copy of the
results
3.
Leader (self) and Boss(s) review results and determine development
priorities
4.
Participant engages in Skillbuilder eLearning/Coaching development.
5.
Six Months to One Year Leader participates in a new survey to
compare and analyze progress and monitor feedback from their
respondents.
Deployment Option Two:
Tele-Coached Debriefing
1.
CCheckpoint360™
is deployed online
2.
Leader (self)and Administrator or Boss receives a hard copy of the
results
3.
Leader (self) participates in a one-hour professional Coached
debriefing on how to interpret and use the feedback provided in the
report.
4.
Leader(self) and Boss(s) review results and determine development
priorities
5.
Participant engages in SkillBuilder eLearning module on #1
development priority
6.
Participant is tele-coached in a one hour session utilizing the
coaching process outlined in the skill builder module.
Deployment Option Three:
Group Tele-Coaching Program
1.
Checkpoint360™
is deployed online
2.
Leader (self)and Administrator or Boss receives a hard copy of the
results
3.
Leader(self) participates in an individual, one hour professional
Coached debriefing on how to interpret and use the feedback provided
in the report.(Leader is invited to commit to participate in a group
tele-coaching program at the conclusion of the session)
4.
Leader(self) and Boss(s) review results and determine development
priorities
5.
Participant engages in SkillBuilder eLearning module on #1
development priority
6.
Leader (self) participates in six one-hour
tele-coaching sessions conducted by a certified professional coach
to address the six core competencies of leadership.
A description of the program is
contained in Exhibit in this document.
Deployment Option Four:
Group Tele-Coached Training
Individual Tele-Coached Debriefing
After the completion and delivery of the
Checkpoint360 reports, the leader is contacted by our certified
professional coach to review the report and to acquire a full
understanding of the contents and importance of the information
provided.
The session is designed to emphasize
the WIFM (“what’s in it for me”) and how the Leader will improve his
or her talent value and leverage the feedback to improve personal
and team performance.
The Leader is encouraged to schedule a review of the report with his
or her Boss in preparation for the upcoming Group Tele-coaching
program sessions.
The anticipated result is the Leader gains commitment to
enthusiastically participate in Part Two of the training.
Contact us to receive a complimentary 15 minute discussion with
a Professional Business Coach or
Request a Sample Multi-Rater Sample Report
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