Organizational 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 Leadership Development Report also shows what assessors believe will help the leader improve his/her performance.
See how a leader’s values map against the Barrett Leadership Model 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 behaviors.
Presents a collective view of the results of individual Leadership Development Reports, 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 Leadership Values Assessment, the Leadership Development Report is a powerful coaching tool for promoting self-awareness, personal transformation, and an understanding of the actions a leader needs to take to realize his or her full potential. The Leadership Development Report 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 Leadership Development Report asks assessors to rate the leader against a prescribed set of 26 full spectrum ‘behaviors’ that our research has shown to be significant. The Leadership Values Assessment, on the other hand, allows assessors to write free form responses to questions about the leader’s strengths and areas for improvement. The Leadership Development Report delivers a fully automated report, whereas the Leadership Values Assessment is handwritten by one of our analysts. The Leadership Development Report normally uses a standard template of values, whereas the Leadership Values Assessment template is customized to reflect the cultural attributes of your organization.
The Leadership Development Report 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/behaviors which they believe will help the leader to develop. The report also identifies 26 areas, mapped to the Barrett Leadership 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 Leadership Development Report process uses a standard leadership values template. Clients can choose to customize this template at an 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 behaviors 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 behaviors; and any other comments they wish to give as feedback to the leader. The values and behaviors chosen by the leader and the assessors are mapped to the Barrett Leadership Model.
The Leadership Development Report should be analyzed 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 Leadership Development Report report and plot and are available at additional cost.
When a group of leaders are having Leadership Development Reports produced at the same time, you can also see a collective view of the leadership style of the leaders with a Group Leadership Development Report Plot.