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Executive Assessment and Coaching for Leadership Development
Business Challenge #1:
As part of your succession planning process, you have identified a core group of "high potentials" that have the capability to be leaders in the near future (three to five years). Now you need to figure out how to accelerate the development of these "high potentials." What is the most effective way to do this? At the same time, is there a way to increase the probability that this talent won't leave the organization to pursue other opportunities?

Business Challenge #2:
You are the CEO. You got the job because you are bright, hardworking, a great strategist, results-oriented, and have a broad business perspective and finance acumen; however, your leadership impact is not where you want it to be. The troops are misinterpreting your introverted nature as aloofness. Your hands-off style is frustrating to many. People are telling you they are intimidated by you. Others say you need to work on your people skills. What can you do to address these perceptions and maximize your leadership impact? Where do you begin?

Both of the above challenges can be addressed with EDI's Executive Assessment and Coaching for Leadership Development solution. The Executive Assessment for Leadership Development is a behavior-based, conversational interview. The purpose of this assessment is to facilitate development and to enhance the effectiveness of an executive or "high potential" as a performer, manager, coach, leader, and influencer by identifying strengths and areas for development in the following areas: Problem-Solving Skills; Personality Management Skills; Interpersonal Management and Communication Skills; Business and Work Management Skills; and People Management and Leadership Skills.

This solution also involves ongoing, collaborative, one-on-one coaching with a personal EDI Coach. The purpose of this ongoing coaching is to facilitate an executive's (and his/her team and organization's) development and to achieve pre-defined business results. The coaching process applies a variety of practices, including problem solving, feedback from an Executive Assessment and "360-degree" (i.e., multi-rater feedback) sources, dialogue with other executives, as well as other leadership tools. The process is semi-structured and yields a customized, comprehensive Action Plan for Development that delineates resource requirements, in addition to agreed-upon commitments and time frames to build in accountability. This process has many applications, including:

  • For high-level executives who have a few "rough edges" (e.g., below average communication skills, motivational skills, teambuilding skills, coaching skills, etc.) that they need to smooth out in order to maximize their effectiveness
  • For "high-potential" employees who need to be systematically groomed for greater leadership responsibility
  • As an intervention for someone who may have great technical skills, but is lacking in other areas (e.g., people skills, political astuteness, managerial skills, etc.) to the point where he/she is on the verge of "derailing"

Benefits and Outcomes:

  • Enhancing the effectiveness of an executive as a performer, team member, manager, leader, coach, and influencer
  • Providing personalized feedback and development to an executive vis a vis the organization's Talent Management Plan
  • Identifying, developing, and retaining "high-potential" corporate talent to build organization "bench strength"
  • Building the organization's talent pool
  • Staffing to meet current and future business challenges
  • Increasing motivation, loyalty, and performance among "high potentials" and "high performers," as they see that the company is willing to invest in them
  • Maximizing the effectiveness of an executive who simply needs to "smooth out a few rough edges"
  • Grooming "high-potential" employees for broader leadership responsibility
  • Preventing valued employees from "derailing" by developing critical skill sets such as political astuteness, social versatility, and influence and persuasion
  • Broadening those who have great technical skills but may be lacking in other areas (e.g., financial acumen, management/leadership skills, social versatility)
  • Providing objective insight on leadership impact through multi-method, multi-trait processes
  • Creating and implementing a structured Action Plan to focus development efforts and improve performance
  • Providing objective insight from EDI's optional perceptionplus360™ multi-rater (including direct reports, peers, managers, and customers) feedback survey
  • Ongoing coaching from an expert, personal EDI Coach who is familiar with the unique business context and organization culture
  • Ongoing support from a personal EDI Coach to enhance follow-through and accountability
  • Lower turnover/attrition and higher retention of key executives/employees
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