Tools to Develop Leadership Skills
The assessment is the starting point of the program. Once the manager is aware of his leadership style, he is then able to figure out his next steps and areas of improvement, based on his objectives.
The assessment presents a 78 questions that measures the level of leadership on each of the 5 Key factors of success. The combination of this 5 levels gives the global leadership level of the manager.
Results are on a scale from 1 to 4 and distinguishes 4 leadership levels.
The manager who "does" types L1 or L2. His style is involved and operational. He is concerned about the results of his team and works closely with his employees. He understands the problems on a daily basis and knows the challenges.
His natural tendency? Engage into action.
His challenge? Learn to identify situations in which he needs to step back, delegate more and frame the action of his team with more vision.
The manager who "makes others do" type L3 or L4. His style is visionary. His posture is not to produce but to organize the production by delegating the execution to the collaborators of his team.
His natural tendency? Less perfectionist, he delegates easily.
His challenge? He can sometimes be perceived by his employees as too disengaged from operational constraints, which can make him unpopular.
The development model of the FromDoerToLeader™ manager is based on the following approach:
Being a "Doer", the manager who "does", is not enough to develop his performance in the company. To become a Leader, a thought leader, it is almost impossible and even counterproductive to remain in a purely operational posture. However, any manager, whatever his position, retains a part of operational.
If continuing to "do" remains an essential and non-negotiable component for any manager, he must continuously improve in 5 key factors of success: Gain self-awareness, Get a vision, Delegate Ask for help, and Think.
The personalized report provides detailed insight of the manager’s style for each of the five key success factors, his default mode, main behavior, what he needs to reinforce and an action plan.
Based on this, with the help of the development plan and coaching sessions he’ll be able to improve his behavior where he needs the most.
The Personalized Development Plan
The personalized development plan provides a detailed analysis of the assessment results for each Key Success Factor.
The learner discovers what’s his default mode, ie. his natural tendency to respond to a situation. For instance, if he has a “3” in the key success factor “Delegate”, his default mode will be that most of the time he has no problem delegating and seeing his team members embracing more.
The personalized development plan also provides the learner’s main behaviors. This part describes attitudes and behaviors that are connected to the default mode.
The plan then provides what needs to be reinforced and the action plan. This one can be detailed and assisted by one of our Certified Partner, with coaching sessions.
Coaching Session with a Certified Partner
If this more individual next step is chosen, the coach trains the client on the model of consciousness and the 5 key success factors and do coach him on how they can be applied in his role.
Only certified partners, who have been trained through the formal assessment process are qualified to deliver workshops, training sessions or any form of training they think are suitable for their clients.