Effective leadership depends upon character. The integrated suite of Leadership, Character and Strategy analyses helps individuals and Leadership Teams undertake a number of rigorous examinations of their situations to help identify areas for leadership development, at both the individual and team levels.
The suite comprises:
This questionnaire helps an individual leader start to get to know how links between his or her values and character influence how he or she is likely to lead most effectively. It covers:
- Values
- Stories that have influenced character
- Current lifestyle
- The individual's current job role
- The individual's current views on leadership
The report (approximately 20 pages) for each individual helps identify his or her likely strengths and weaknesses as a leader, and provides the basis for further exploration of how he or she may develop a strategy for leadership development.
The data produced by this questionnaire can also be used by a Leadership Team to understand similarities and differences in values and attitudes to leadership. This can help the team's overall effectiveness in running an organisation.
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Leaders' effectiveness depends upon how their behaviour is interpreted by those they lead. This instrument provides feedback to leaders about how their leadership style is perceived by others. It is not an assessment of leadership competence.
The questionnaire comes in two versions: self-assessment by the individual leader, and assessment by raters who may be the individual's superiors, peers and subordinates.
It produces a confidential report the leader can use to understand differences in his or her perceptions of his or her leadership style from the perceptions of others, and enables the leader to focus on behaviours and styles that will enhance his or her leadership effectiveness.
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Effective leaders operate within and influence the cultures of their organisations. This questionnaire enables both leaders and others to assess the culture of their organisations in terms of the kinds of leadership that will be more or less effective within those cultures.
The report that it produces enables each leader to identify areas of leadership development that he or she may need to focus on to make his or her leadership more impactful within this organisational culture. It also enables leaders to identify any mixed messages that they may be sending out by maintaining a set of conflicting cultural features, and the changes they may need to make to eliminate these confusing signals.
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Sometimes a leader's effectiveness can be hindered by aspects of the role he or she is fulfilling. This questionnaire enables the individual leader to assess his or her job role, and identify aspects of that role within which he or she may want to change behaviour in order to enhance his or her leadership effectiveness.
The value of this assessment depends upon the leader's first having undertaken the Leadership, Character & Strategy Personal Assessment. The findings of the Job Role Analysis build upon the insights of that first questionnaire, and clarify for the individual where he or she will most effectively focus his or her attention.
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People who go through the Leadership, Character & Strategy Personal Assessment exercise sometimes discover that they may have taken a wrong turn in their careers or have drifted away from a career strategy that will make most effective use of their character.
The Career Analysis helps the individual leader take stock of what is important to him or her in his or her personal life, values and career aspirations, and will help the individual leader make considered choices about his or her next career move.
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For leaders who are not in a position to make use of the Character And Leadership Style Feedback Instrument, the Feedback Checklist is a way of analysing previous feedback (both formal and informal) or anticipating the kinds of feedback he or she is likely to receive from people who know him or her.
This helps the individual leader to be proactive in planning his or her leadership development, by focusing attention on those aspects of behaviour and style that may be seen less favourably by others.
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People and teams are different from each other, and there is no 'standard' process to take any team or individual mechanically through the suite of analyses. How the elements of the process are used depends upon circumstances, and what will work best for the team or individual.
The information produced by each questionnaire is confidential to the individual, where that is desired by that individual. Personal data remains the property of the owner of that information.
The information produced by the questionnaires can be challenging to individuals and teams. In every case, reporting back is done in one-to-one sessions with an experienced professional. No reports are issued without that one-to-one feedback session.
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If you would like to know more about Leadership, Character & Strategy, please contact
