Tools to Develop Leadership Skills
The assessment and the personalized report are 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 guide or coaching sessions he’ll be able to improve his behavior where he needs the most.
Assessment & Report
The Development Guide
The Development Guide is the “bible” of FromDoertoLeader™. It covers the following topics:
Foundations and philosophy of the model,
Theoretical approach around consciousness and the “Doers’ failure”,
Research around leadership concepts on each of the key factors
A series of exercises that complement the report and help the leader develop his strengths and follow his action plan.
Based on the ideas that 1) Being a Doer is a failure and 2) More leadership has a direct impact on the efficiency of our action and on our results, one question arises: how can managers raise their level of consciousness in order to help them be more Leaders than Doers ?
Years of observation and of coaching sessions with executives, leaders and managers emphasize 5 behaviors that doers are displaying:
Lack of interest in self-awareness
Poor or no vision
Reluctance to delegate
Reluctance to ask for help
Not enough time to think
Learning about those “behaviors” help managers feel more comfortable and significantly improve their leadership skills and results.
Based on this work, the guide draws manager’s attention on the 5 Key Success Factors to address the 5 “Behaviors” and provide a comprehensive applicable guide in every days leadership situation.
For each of the 5 key success factors, the Guide provides:
What research shows
Why most people often don’t follow this behaviors
What are the benefits of applying this behaviors
Suggestions for applying the principle of the success factor
Differences between a “doer” and a “leader” for this success factor
Together with the action plan provided by the personalized report, the method offered by the development guide helps envision change and to design a program that is aligned with the type of job, team, and personal objectives.
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.
How to Get Started
Select a plan, create an account, take the assessment and report only, or combine with the development guide. By creating an account you'll be able to return to your products anytime.
If you wish to go further, contact a Certified Partner to debrief your assessment and start your personalized coaching sessions, your journey to better leadership.