Leadership Development Assessment Process

Prior to conducting the actual assessment, a consultant will interview the leader to be assessed to gain a foundation and perception of their current leadership strengths and areas of concern. This information will be used to help customize the Leadership Development Assessment Questionnaire. If the leader is uncertain as to what their strengths and areas of concern are, the leader's direct supervisor, peers, or direct reports may be interviewed to help customize the questionnaire.

A consultant will work with you to customize the Leadership Development Assessment Questionnaire.

A customized questionnaire will be sent to the leader's direct supervisor, at least four peers, at least four internal customers, all direct reports, and a few external customers (if applicable). The participant will also rate him/herself. Each person contributing to a leader's LDA will also have a chance to elaborate on his/her feedback in the comments section. Results will be processed and compiled. Recommendations will be customized for each leader's lower rated areas.

Each leader will receive a binder containing their results. The consultant will meet one-on-one with the leader to present the feedback.

After meeting with the consultant, the leader will create an action plan of what they will do differently to improve their lowest rated areas. The leader will forward the action plan to the consultant for review. Once finalized, these action plans will be presented to the leader's supervisor who has an obligation to help coach and hold the leader accountable for development. The consultant will contact the leader approximately 90 days after the completion of the action plan to find out what pieces of the action plan are working and what pieces of the action plan are not working. The action plan will be re-designed accordingly.

Training determined based on the results of the Assessments.

At approximately one year, we recommend completing the survey process a second time. The purpose of collecting the data again is so the leader can measure their progress.