360 assessment powerpoint
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360 assessment powerpoint
- 1. © 2004 Center for Creative Leadership1 Center for Creative Leadership An Overview
- 2. © 2004 Center for Creative Leadership2 Leadership development • “CEO’s see leadership development as critical for competitive advantage.” -Chief Executive Magazine – 78% of CEO’s responding to a CCL/Chief Executive Magazine survey listed the ability to develop leaders as one of the most important factors in achieving competitive advantage. • “Demographics don’t lie. It may be hard to believe in a labor shortage, but there will be one. If you are not developing the people you have today, you’re not going to be ready for it.” -Training Magazine is the cornerstone of organizational effectiveness.
- 3. © 2004 Center for Creative Leadership3 Our Mission • Our nonprofit mission is to advance the understanding, practice and development of leadership for the benefit of society worldwide • Our founders fused the words “Creative” and “Leadership” to emphasize that leadership is about responding creatively to change.
- 4. © 2004 Center for Creative Leadership4 CCL Reach • Global – Work extends to over 20 countries in North America, Europe and Asia • Provides leadership education programs to approximately 19,000 leaders annually and has a alumni base of over 400,000. • Serves some 3,000 organizations annually – 2/3rds of the Fortune 500, as well as major government agencies, nonprofit organizations, and educational institutions. • Administers 100,000 individual assessments each year. • Has sold more than 100,000 copies of our guidebooks through CCL Press; Jossey-Bass/CCL Alliance has released 13 books on leadership.
- 5. © 2004 Center for Creative Leadership5 Our Philosophy We believe: • Leadership can be learned – every individual has the opportunity to exercise leadership and the ability to grow his or her leadership skills. • Leadership is a shared process exercised collectively by groups of people. • Smart people are not enough. What truly matters are the relationships between the people you have. How well they work together defines what they can accomplish together.
- 6. © 2004 Center for Creative Leadership6 Our Approach Over 35 years of proven experience creating training that transforms people through: – A model built on assessment, challenge and support – A holistic, experiential, interactive process – An emphasis on self awareness as the cornerstone of development – understanding how behavior is perceived and how it impacts others
- 7. © 2004 Center for Creative Leadership7 CCL Research • Portfolio built on solid foundation of behavioral science research • Turning ideas into action and action into ideas • Research in North America, Europe, and Asia • Faculty with advanced degrees in behavioral and social sciences.
- 8. © 2004 Center for Creative Leadership8 Our Expertise CCL provides unparalleled expertise in: • Individual Leader Development – The individual role in leading oneself, others and organizations • Leadership in the Context of Difference – Influence of race, gender, culture and generational differences • Organization Leadership Development – Creating and implementing leadership development systems and models that respond to business needs
- 9. © 2004 Center for Creative Leadership9 • Leadership Education – Open Enrollment Programs – Custom Solutions – Assessments & Development Resources – Coaching & Feedback Services • Knowledge Generation & Dissemination – Research & Development – Publication – Presentations and Articles • Leadership Community – Conferences and Events – Networks and Councils – Web site – CCL.org Our Activities
- 10. © 2004 Center for Creative Leadership10 360 Assessment Suite • Executive Dimensions™ assesses top-level leadership behaviors. • Benchmarks® measures the skills learned through development that are critical for success. • Prospector® assesses skills for learning and leading. • 360 BY DESIGN® focuses on competencies specific to your own organization. Clients learn to administer all four instruments through our Assessment Certification Workshop, offered at CCL or through a customized group workshop.
- 11. © 2004 Center for Creative Leadership11 ADR Custom Services – Orientation Briefings – Competency Mapping – Facilitator/Certification Training – Feedback Facilitation Workshops – Development Planning Workshops – Group Profile Analysis – 360 Project Planning & Design – Evaluation Services
- 12. © 2004 Center for Creative Leadership12 Custom Solutions Business Needs Leadership Needs Competencies & Learning Outcomes
- 13. © 2004 Center for Creative Leadership13 Custom Solutions Discover your business challenge. Diagnose your leadership need. Design your customized initiative. Develop the training and materials. Deliver your solution. Discern the impact.
- 14. © 2004 Center for Creative Leadership14 Open Enrollment Programs Individual Leader Development Teams & Organizations LDP LGE FOL LAP ALP WLP CFD NCC LDPHR DSL LHPT DLT ACW Individual Leader Development Organization Leadership Development Specialized Topics
- 15. © 2004 Center for Creative Leadership15 Open Enrollment Program Components Open enrollment programs typically include: • Assessment and Feedback • Peer Group Discussion • Group Process/Experiential Learning • Practical Application • Goal Setting and Follow-up
- 16. © 2004 Center for Creative Leadership16 Coaching Offerings: • Awareness Program for Executive Excellence (APEX) • Coaching for Development • One-to-one Coaching
- 17. © 2004 Center for Creative Leadership17 Questions
Notes de l'éditeur
- In the introductions, ask clients Name Organization Role How well you know CCL
- We believe LD is the cornerstone of organizational effectiveness. I am interested in the other points of view here in the room. Do you agree…if so in what ways?
- As you can see from this slide…the Center achieves its mission through our extensive reach.
- Since the 1970s, the Center has built its portfolio of programs, products and services on a solid foundation of behavioral science research. The research we do seeks to advance the understanding of leadership and includes a diverse array of designs and multiple methods. Research discoveries are incorporated into our leadership courses and assessment tools. In turn, classroom experiences and assessment data inform or initiate research projects, thus "turning ideas into action and action into ideas." In this way, the Center's portfolio is both built on research and is also an integral part of research. With CCL campuses in the United States, Europe and Asia, our research reflects an increasingly global perspective and adds great value to our ability to advance the understanding, practice, and development of leadership for the benefit of society worldwide. The Center continues to work on research projects to develop knowledge and expertise through several research groups: Individual Leader Development; Global Leadership and Diversity; Groups, Teams and Organizations; Design & Evaluation Center; and Knowledge & Innovation Resources.
- Individual Leader Development: How individuals develop the intrapersonal and interpersonal capabilities needed to be effective in leadership roles — often referred to as "personal development." Central to effective leadership capabilities is the ability to understand one's strengths and development needs, and one of the long-held core competencies of this practice area is expertise in assessment and feedback methodologies. The focus of Individual Leader Development is on how to stimulate and support individual development for people in a wide variety of leadership roles, and how these people can do the same for others. Global Leadership and Diversity: How to lead (and how to develop as a leader) when one is demographically different from the majority or "traditional" leader; also, how to lead across differences when the collective is made up of diverse demographic or cultural groups. A core assumption of this practice area's work is that leading in the context of difference is more difficult than leading when the other people are similar to you. Special attention, therefore, must be paid to context, developing additional competencies, and overcoming barriers. This work focuses on what it takes to lead in this context, and on how to develop the capabilities for such leadership. Groups, Teams, and Organizations: Effective leadership in organizations today requires more than selecting and developing a critical mass of individuals possessing specified competencies. It also requires the development of leadership as a property of the whole system. From this view, effectiveness in leadership is a product of the nature of connections and relationships among the parts of the system rather than just the result of any one part (e.g., the individual leader) and is dependent on choosing leadership strategies that fit with the complexity of the challenges the system faces. This practice area will develop expertise, tools, and processes for helping groups and organizations: Understand their current leadership strategies, under what circumstances they use a particular strategy, and the strengths and limitations of these strategies; Develop more shared or collective leadership strategies and processes for facing complex challenges; Identify the aspects of their systems that need to change or develop to more effectively accomplish leadership.
- There are many ways you can connect with the Center.
- I’d like to let Pete Hammett take a few minutes to highlight the various leadership education activities I just referenced. Our assessment and development resources group (ADR) is focused on the development and administration of all of CCL’s assessment tools. Our 360 assessment suite offers different solutions based on client needs. READ Slide…and add to the following: ED – Used in LAP, DSL programs because it’s based on research showing what competencies are most important to the top 4-5% in an organization…typically the CEO and her (intentional use of HER not HIS) direct reports…or sometimes referred to as the “C” class. BMK = Based on Lessons of Experience research, redesigned in 2000 reflect what’s most important for TODAY’s leaders…includes a section on Derailment factors that set it apart from most 360s in the marketplace. You are measured on what SUCCESSFUL leaders do as well as learn what has derailed high performing leaders. PROS = Based on CCL’s research of the important role learning plays in a manager’s career…it measures an individuals willingness and ability to learn from experience. We all THINK we’re life-long-learners…it’s interesting to get 360 views to see how OTHERS see you too! 360BD = It’s CCL’s customizable tool….basically a technology platform that allows you to select from CCL’s library of 99 research based competencies that are mapped to what’s important in YOUR organization. Launched in 2000 and is a growing part of CCL’s 360 portfolio (BMK is the biggest seller) ACW = ALL of these 360s require certification because of the complexity of norm comparisons, mean scores, derailment sections, narrative comments, etc. This can be obtained by attending one of our OE ACW programs (offered once a month) or we can customize a program for a group within your organization. The two day program also allows for you to take the 360 yourself and practice giving feedback under the supervision of the program. Once you’re certified on ONE of these, you can easily facilitate others because they all have the same look and feel…intentionally patterned after BMK. It’s a great networking opportunity too as you’re in class with two dozen other HR professionals or coaches in private practice who are all implementing 360s.
- Most of my time has been spent talking about CCL’s quality products…it’s critical to mention that our staff support of those products ALSO differentiates us in the marketplace. CCL staff work with client organizations to implement 360 initiatives every day who are in various stages and experience levels. Whether it’s your first time putting a process in place or you’re knee-deep in a system that’s hungry for a new measurement tool, our staff can help…every step of the way! (If time, explain each service… Orientation = Providing a 60-90 minute presentation of the 360 process…why it’s important to the organization…what competencies are being measured…who to select as raters, etc. Comp Mapping = Either mapping a company’s comp model to the 360BD library or to an off-the-shelf 360 like BMK or ED Certification Training – CCL often brings our certification workshop to a company to certify many people at once and to ensure a consistent feedback process. FBWorkshops – CCL can also provide feedback on 360s in a workshop setting if a company doesn’t want to deliver the feedback themselves…typically to 6 or more execs at a time for cost efficiency. We provide the context in a group setting then offer 1:1 feedback in person to review each person’s data. Dev. Planning Workshops – Following a 360 feedback workshop, CCL often returns to an organization to offer support for the individual development planning process. Again, it’s typically delivered in a group workshop for cost savings to the company. Group profile analysis = CCL keeps 360 data for research purposes and so we can aggregate groups of at least 5 or more to show a high-level look at overall S&Ws. It’s a great team development tool as well as HR needs analysis tool if the 360 is done prior to developing a leadership program. 360 Project Planning = Again, we’ll help every step of the way to design an initiative. Much of that is free and part of CCL’s staff support of the product sale. We can also design your initiative outline each step with more hand-holding on CCL staff’s part. Eval services – Why do a 360? What value does it bring? That’s an important question to CCL too…and we can design an evaluation process ranging from typical “smile sheets” following a workshop to extensive impact studies looking at individual behavior change AND org level impact. We get asked often about the impact of a 360…keep in mind that the 360 itself just provides DATA. It’s what the person, and the org supporting the person, DOES with and about it that makes behavior change possible. Again, leaders are MADE, not BORN. They develop leadership skills on the job and throughout their career and must continually ask for feedback because the context continually changes. CCL can help with that tricky process and help to balance the measurement of hard biz skills as well as the behavioral leadership skills. This last slide says it best…
- Our custom solutions group partners with organizations for extensive and often longer term interventions. We collaborate to translate their business needs into leadership development solutions that provide impact at both the individual and organization level.
- For each organization, our approach is the same but the outcome is one-of-a-kind. As a framework, we employ our "D6" process: Broad Knowledge, Focused Impact. CCL combines a heritage of research and development with 35 years of working with managers and executives from around the world. Our faculty has experience with the leadership issues faced by industry, government, military, nonprofit and educational organizations. The common denominator: an unwavering focus on developing leaders and organizational leadership. An Integrated Approach. The development of individual leaders and organizational leadership capabilities takes time. At CCL, we view our work in the context of organizational systems, processes and long-term needs. We integrate the use of assessment, classroom training, individual or team coaching, action learning, and evaluation to create your customized development experience. Collaboration. CCL expects to work closely and collaboratively with you, building from your critical business and strategic challenges. Together, we identify the competency areas that, if improved upon, could positively impact leaders' ability to meet the organization's most pressing challenges. Over time, much of our knowledge and capability will be transferred over to you. Global Scope, Personal Touch. CCL routinely works with leaders from around the world from facilities on three continents: North America, Europe and Asia. No matter where you are, CCL designs and delivers solutions sensitive to cultural differences. Our work is adapted to different cultures, creating a consistent message and building a critical mass of leadership capability. Results. CCL uses a range of evaluation techniques to assess leadership development impact. Our evaluations address the effectiveness of the program or initiative in meeting stated objectives. Impact assessments may look at individual learning, goal accomplishment or behavior change; group- or team-level results; or organizational-level impact.
- You have additional information in your packet that provides additional information on each of these programs. I wanted to include this slide to show the breadth of CCL’s offering in open enrollment and how we groups the programs in our portfolio. CCL has a long history in developing individual leaders. LDP began running in 1974 and continues to be CCL’s flagship offering running at all CCL campuses over 110 times a year. CCL has focused on developing organizational leadership capacity over the last 10 years. As we continue to grow this work, we have recognized a need to formalize a practice around this work. We have a number of offerings within our open enrollment portfolio focused on developing groups and organizations.
- Executive coaching is a key competency at the Center for Creative Leadership and our expertise has been developed with leaders at all levels of organizations and in every major sector. Since the 1970’s our professional staff have provided feedback and coaching to participants in Center programs on five continents. CCL has one of the most stringent coaching certification programs in the industry. Once selected, it can take a year for coaches to be sufficiently prepared to deliver coaching or feedback services for the Center. Specifically coaches are trained in assessment, feedback, coaching, facilitation, and ethical practice. Additionally, their work is continuously assessed to ensure quality. APEX is a uniquely comprehensive and intensive coaching program. It looks at the personal and professional lives of those executives who - by virtue of their positions - have preeminent influence and responsibility for the success of their organizations. By combining the insights gained from family and friends, as well as business colleagues, the executive acquires a clarity of self-understanding and an opportunity for personal and professional excellence that rarely presents itself. Format A coaching team, typically composed of a male and female coach. A custom assessment package. Comprehensive in-person interviews with the executive's business associates, family members and friends. A combination of in-person and telephone coaching sessions, typically monthly or bi-monthly. LengthThe program typically lasts 12 to 24 months. Best Suited for:Very senior-level executives: CEOs, COOs, officers, and ascending senior executives. APEX is the most intensive and extended coaching program offered by the Center, and the APEX experience provides a "whole life" learning experience that is custom-designed. Pre-assessment and qualification are required for participation. CFD - 3-day program that is offered in both OE and customized options. Program is designed for practicing managers who are trying to become better coaches. One-to-one – Typically designed as a part of an OE or custom program solution. Can be structured to last 3 months to a year.