Setting Leadership Development Goals using

Leadership Effectiveness Assessment and Targeted Coaching

The Challenge: As his organization grew, the President of a company was becoming increasingly frustrated that his leadership team was not making the shift from a research organization to a more production oriented focus. His workday was getting progressively longer. He found that silos were beginning to form, resulting in competition amongst groups rather than collaboration.

The President had an outstanding record. He had successfully taken the company through key phases including an intensive research organization buildup, establishment of a breakthrough technology platform and small scale production. But now, growth into a more mature organization was slowing.

The Solution: Through his 360º leadership assessment plus other instruments, the President realized that he was a significant part of the problem. Specifically, he found that many managers and employees were intimidated by his management style. In group meetings, he often disagreed with others. He was seen as self focused, explosive, poor at building relationships, unsympathetic, and disrespectful of others. The assessment was an eye opener and he committed to make improvements. He worked with his coach through the next year to stay focused on the needed changes and to recognize opportunities to change his approach.

The Results: A 360º progress assessment one year later indicated he had made substantial improvements in managing disagreements, giving feedback and taking an active interest in developing his people. His team recognizes his improvement and believe he is committed since he has publicly stated his shortcomings and the need for further improvement.

• Leadership Effectiveness Assessment (360º Feedback)
• Targeted Leadership Development and Coaching

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