Motivation leads to commitment, commitment leads to engagement, and engagement leads to high performance. To help people meet their growth needs, they need to be able to let go of fears and start to meet their full potential.
If you want to have a loyal, committed and creative workforce, then you need to provide programmes and opportunities for them to pursue and satisfy their growth needs.
In one simple picture, see how people believe they show up at work and how others experience them. The IDR also shows what their assessors believe will help this person become the best they can be.
See how an individual’s values map against the Seven Levels of Consciousness and in which areas they are strong and where problems may be getting in their way.
Shows how an individual is perceived by others and compares this to this person’s own view. Outlines also what others believe to be areas to focus on and provides ratings against 25 different behaviours, as a guide for action planning.
Similar to the LDR, the IDR is a powerful coaching tool for promoting self- awareness, personal transformation, and an understanding of the actions an individual needs to take to reach his or her full potential. The IDR compares a person’s perception of his or her operating style with the perception of others. Assessors also get the opportunity to indicate how they believe the person needs to change to help them become the best they can be. Emphasis is placed on an individual’s strengths, areas for improvement, and opportunities for growth.
The IDR asks assessors to rate the individual against a prescribed set of 25 full spectrum ‘behaviours’. The IDR delivers a fully automated report and normally uses a standard template of values.
The IDR shows people how their approach is perceived by their assessors and allows them to compare this to their own view of how they come across. In addition, assessors will identify the 10 values/ behaviours which they believe will help the person to develop further.
The report also identifies 25 areas, mapped to the Seven Levels of Consciousness® Model, against which both individuals and their assessors have clarified to what extent they believe the area to be a strength, an area for development or not relevant in their current role.
This data helps individuals and their coaches put together an action plan to support them in their continuing development.
The IDR process uses a standard individual values template. Clients can choose to customise this template at additional cost. Individuals are then asked to go to a password-protected website to select ten values that most represent their operating style. They are then asked to rate themselves against a number of set behaviours to state whether they believe these are strengths or areas for development. Fifteen to twenty assessors, chosen by the individual, also go to the password-protected website to select ten values that represent this person’s operating style; ten values they believe are important to help them become the best they can be; rate the person against a number of behaviours; and leave any other comments they wish to give as feedback to the person. The values and behaviours chosen by the individual and the assessors are mapped to the Seven Levels of Consciousness.
The IDR should be analysed by a coach to highlight key strengths and development areas and is debriefed in a two-to-three hour feedback session. The individual and the coach together produce a detailed action plan, to help develop the person and improve their performance.