Organisational transformation begins with the personal transformation of the leaders. If the leaders don’t change, the culture won’t change.
Therefore, to grow and develop your culture, you need to grow and develop your leaders.
In one simple picture, see how a leader believes they show up and how others experience them. The LDR also shows what assessors believe will help the leader improve his/her performance.
See how a leader’s values map against the Seven Levels of Leadership Consciousness and in which areas they are experiencing difficulties.
Shows how the leader’s leadership style is perceived by others and compares this to the leader’s own view. Identifies the leader’s areas to focus on and provides ratings against 26 different leadership behaviours.
Presents a collective view of the results of individual LDRs, to provide an overview of the group – how they believe they act and how they come across to others.
Recognise the patterns and differences in how a leader interacts with others e.g. Boss, Peers, Team Members.
Similar to the LVA, the LDR is a powerful coaching tool for promoting self-awareness, personal transformation, and an understanding of the actions a leader needs to take to realise his or her full potential. The LDR compares a leader’s perception of his or her operating style with the perception of their superiors, peers and subordinates. Assessors also get the opportunity to indicate how they believe the leader needs to change to help them become the best leader they can be. Emphasis is placed on a leader’s strengths, areas for improvement, and opportunities for growth.
The LDR asks assessors to rate the leader against a prescribed set of 26 full spectrum ‘behaviours’ that our research has shown to be significant. The LVA on the other hand, allows assessors to write free form responses to questions about the leader’s strengths and areas for improvement. The LDR delivers a fully automated report, whereas the LVA is hand written by one of our analysts. The LDR normally uses a standard template of values, whereas the LVA template is customised to reflect the cultural attributes of your organisation.
The LDR shows leaders how their leadership style is perceived by their assessors and allows them to compare this to their own view of how they lead others. In addition, assessors will identify the 10 values/ behaviours which they believe will help the leader to develop. The report also identifies 26 areas, mapped to the Seven Levels of Leadership Consciousness Model, against which both leaders 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 leaders and their coaches put together an action plan to support them in their continuing development.
The LDR process uses a standard leadership values template. Clients can choose to customise this template at additional cost. Leaders 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 leadership behaviours to state whether they believe these are strengths or areas for development. Fifteen to twenty assessors, chosen by the leader, also go to the password-protected website to select ten values that represent the leader’s operating style; ten values they believe are important for the leader to help them become the best leader they can be; rate the leader against a number of leadership behaviours; and any other comments they wish to give as feedback to the leader. The values and behaviours chosen by the leader and the assessors are mapped to the Seven Levels of Leadership Consciousness.
The LDR 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 leader and the coach together develop a detailed action plan to improve the performance of the leader.
Demographic categories, such as Boss, Peer, and Team member, may be added to an assessment in order to view responses by relationship to the leader. These plots supplement the overall LDR report and plot and are available at additional cost.
When a group of leaders are having LDRs produced at the same time, you can also see a collective view of the leadership style of the leaders with a Group LDR Plot.