…and anyone you employ!
Talking to a client yesterday about the potential to promote a staff member, I was reminded (again) of the power of awareness of our strengths and limitations. Whether you’re hiring new staff or developing existing staff, positive change has to start from a point of knowledge and acknowledgement.
Even if you have a strong intention to improve, unless you know what’s holding you back it’s very hard to move forward. But how do you find out?
One way is by objective assessment. Here are three examples of important leadership competencies we can measure for you:
This competency is made up of essential traits: Analytical, Analyses Pitfalls, Research/Learning, Intuitive, Collaborative, Self-Improvement, Systematic; desirable traits: Experimenting, Persistent, Certain, Pressure Tolerance, Optimistic, Planning, Self-Acceptance, Relaxed, Open/Reflective; and traits to avoid: Blindly Optimistic, Impulsive, Skeptical, Defensive, Dogmatic, Easily Influenced, Fast but Imprecise, Precise but Slow.
This competency consists of essential traits: Diplomatic, Helpful, Optimistic, Outgoing, Assertive, Frank, Influencing, Self-Acceptance, Self-Improvement, Warmth/Empathy, Tolerance of Bluntness; desirable traits: Flexible, Collaborative, Open/Reflective, Manages Stress Well, Relaxed; and traits to avoid: Defensive, Blunt, Dogmatic, Harsh, Dominating, Authoritarian, Permissive.
This is a combination of essential traits: Want to Lead, Influencing, Takes Initiative, Wants Challenge, Enthusiastic, Self-Improvement, Planning, Persistent, Pressure Tolerance, Public Speaking, Self-Acceptance; and desirable traits: Experimenting, Flexible, Frank, Handles Conflict, Helpful, Precise, Organised, Relaxed, Risking, Systematic, Tolerance of Bluntness, Warmth/Empathy.
Would it be useful for you to have this information before making recruitment, coaching and promotion decisions? What else would you like to know?
It’s surprising, but we can get all that information – and much more! – out of one short online test. If you haven’t tried the assessment for yourself yet, it may be time to click here to register for a free trial.
Susan Rochester has been managing director of Balance at Work since 2006. Susan has a natural tendency to balance analytical thinking with an optimistic outlook to set direction and solve problems. She is an effective facilitator and constantly creates new and more effective ways of doing things, motivated by helping others to achieve their goals.