Need to ensure your leaders have strong skills for leading the org?

Among the ranks of executives within a company you'll find those that have been promoted as a way to reward and encourage high performers. Typically the reward is not because they are great leaders or managers but because they contributed to the bottom line.

These leaders often remain focused on a specialized talent, when in reality they need to broaden their competencies in order to become models of leadership for the whole organization. This of course helps ensure that the strategic objectives of the organization can be obtained.

Some organizations try to solve this challenge by putting two people together to balance each other's skills, such as a strategist and a leader of people. However, this approach often times does not have the desired outcome, and can be costly for the organization.

A better solution is to benchmark the executive ranks to encourage the development of leadership skills at an individual level, and to then determine training and development at an organizational level. Keep in mind that this type of feedback is sometimes the first of its kind for these executives. Ideally it's providing insight into what's truly important to their role, as well as how they are perceived by their key stakeholders, peers, and direct reports.

Individual Perspective

Executive Leadership Survey - This survey measures an executive's strategic perspective, focusing on skills such as envisioning the future, understanding the internal & external environment, what markets will the organization be in, what strategic objectives will be selected, as well as communicating vision in a compelling and inspiring way.
Executive Team Survey - This survey measures the effectiveness of strategic teams, focusing on the functionality and credibility of the senior team. Members of the team, and selected direct reports of team members, are surveyed to determine the effectiveness of the group. Individuals are not evaluated.
One-on-One Coaching - Coaching is encouraged to help the executive determine where they can get leverage in improving the effectiveness of their role. Coaching can be continued after the initial assessment to help teach and guide, but at a minimum to help develop a plan for the following year.

Organizational Perspective

Group Report For Planning Training & Development - A group feedback report(aka composite or aggregate report) can be utilized to identify how the group's skills rated compared to the organization as whole, or to TBC's international norms. Results can clearly highlight the particular areas that a group might need training in helping provide the foundational knowledge necessary to build targeted leadership/management development curriculum.

Click here to see an example of a matrix from a group report.