Other Services
Thank you for a well orchestrated and intense Team Top Gun program. When you said in the opening that people liken it to "drinking from a fire hose", you were not kidding. I have already begun to use the information about myself and how I interect with others to improve my effectiveness at Whirlpool. It is my sincere hope that all our leaders can attend this wonderful program in the future." – J. Jeffrey Reinke, Director, Consumer Services I.T., Whirlpool Corporation
Overview
- Leadership Effectiveness Weekend
- Team Effectiveness Weekend
- Senior Program
- Assessment
- Style Assessment
- Opinion Surveys
- Coaching
- Simulations
- Performance Consulting
- Consulting
- 360° Profiles
- Other Profiles / Indexes
Leadership Effectiveness Weekend
I. Overview
4:00 PM : Participant Introductions |
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12:45 PM : Performance Driven Leadership System 3:00 PM : The First Ninety Days 4:15 PM : Principles of Feedback 4:45 PM : Executive Effectiveness Profile Feedback 6:00 PM : Group Dinner |
8:00 AM : Using 360° Feedback |
II. Purpose and Objectives
Designed for up to thirty leaders. This exciting weekend represents a total immersion into the most important elements of leadership. The focus is heavily upon the leaders' current style and effectiveness, and presents participants with a plethora of tools and models in order to increase their individual effectiveness as leaders. Unlike our Team Top Gun program, this program does not use simulations, bur rather combines targeted insight with integrated models to form the basis of an action plan to transfer into increased effectiveness.
III. Format
Pre-Weekend Assessment
Prior to the weekend, participants complete a battery of self-assesment psychometric profiles, designed to capture a whole variety of their strengths, weaknesses, preferences and needs. Each participant is confidentially assessed by the boss, direct-reporting associates, and key peers.
Leadership Effectivenss Models
Several integrated models encompassing such subjects as Leadership and Interpersonal Style, Performance Management, Coaching, Empowerment, Lateral Influence and Conflict Management, are presented and integrated into a strategic whole.
Style Feedback
Participants come to grips with the full ramifications of their style and its impact upon others.
Action Planning
Each participant completes a personal action plan for change which is to be shared with others who will help him/her achieve a higher level of personal effectiveness.
Team Effectiveness Weekend
I. Overview
4:00 PM : Participant Introductions |
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1:30 PM : Election to the Senate Exercise 4:00 PM : Team Effectiveness Profile Results 4:30 PM : Organization Evironment Results 5:15 PM : LEadership Team Dysfunction Results 6:00 PM : Day Ends - Group Dinner |
8:00 AM : Team Development Workshop and Action Planning |
II. Purpose and Objectives
Designed for between one and three in-tact teams of up to ten members each. This exciting weekend is virtually guaranteed to improve the functioning of teams at any organizational level. The weekend combines pre-retreat assesment, individual "style" analysis, team effectiveness assessment, powerful models, highly engaging exercises and a four-hour "workshop" module to create a plan for ongoing team effeciveness. The idea is to go beyond theory and actually impact the functioning of the team.
Target Audience
* Newly formed teams that desire to "jell" quickly and get off to a fast start.
* Teams experiencing a significant level of dysfunction that need to get unstuck and develop forward momentum.
III. Format
Pre-Weekend Assessment
Prior to the weekend, each team member completes an Interpersonal Preferences Profile, which objectifies their predominant style of interaction. In addition, participants confidentailly comment on the current effectiveness of the team by completing the Leadership Team Dysfunction Index, Team Effectiveness Profile and Organization Envrionmennt Index. The results are summarized in advance, and form the basis for the workshop portion of the weekend.
Team Effectivenss Models
Several models encompassing all types of team issues are presented to provide the team with a common frame of reference.
Team Building Exercises
The teams are put through three challenging simulations designed to build cohesion and serve to highlight important concepts in a memorable way.
Team Data Feedback
The team is presented with real world data on the current level of functioning of the group and designed to report trobule spots and areas of opportunity.
Style Feedback
Participants come to grips with the full ramifications of their style and its impact upon others.
Team Workshop
The team creates an action plan designed to improve its effectiveness going forward.
Senior Program
The Senior Leadership Effectiveness Program is a special version of the nationally renown Team Top Gun leadership program exclusively for plant managers and senior level leaders. The program design is identical to Team Top Gun with content modules appropriate for senior level leaders such as Executive Selection, Culture Shaping, change management and building a high performing organization along with the usual focus on performance management, leadership style and Interpersonal Effectiveness. The class is limited to 18. Call us for a more extensive program brochure.
Assessment
The cost of bad hiring decisions especially at the upper levels of an organization is at an all time high. The average cost of turnover is now greater than $50,000.00 per person lost with the cost of lost executives much higher. Studies show that senior executives most often fail for the following reasons:
• Poor "chemistry" with the boss / organization
• Over managing / inability to delegate
• Inability to think / act strategically
• Poor staffing decisions
• Over dependence on advocate / mentor
• Betrayal of trust
• Overly ambitious
• Arrogance / Self-Centeredness
• Poorly handling mistakes
Competition for the "best of the best" has never been more intense. More in-depth attention to selection has never been more important. Yet few hiring managers possess great skill at interviewing. Typically those executives who are skilled interviewers don't have the time necessary (three hours per candidate) to conduct the in-depth exploration of the candidate required to determine "chemistry / fit" or other style characteristics which contribute to executive success/failure. A skilled interviewer using a structured format over a three hour period of time can uncover many characteristics and traits difficult if not impossible to uncover in the standard interview process.
The specific objectives are:
• Provide the hiring manager with an in-depth appraisal of candidates for high level positions.
• Provide the hiring manager with an in-depth analysis of candidates strengths and weaknesses especially in the critical areas of style, chemistry, attitudes and specific behavioral characteristics.
• Decrease "false positives" (hiring executives that don't work out) for the organization.
• Add objective "outside the organization" input to the hiring decision.
• Demonstrate to candidates the organizations' commitment to a high quality hiring process, coherent organization culture and to the importance of "fit."
• Act as a positive "Ambassador" of the organization to candidates.
The process:
1. Consultant obtains information about the job requirements from the Hiring manager and/or Human Resources manager. The emphasis will be on understanding the position in terms of Leadership, Management, Interpersonal and other style related areas.
2. Consultant meets with the candidate in a pre-determined location such as consultants offices, airport, restaurant or corporate offices. The consultant conducts a three hour structured interview of the candidate designed to uncover strengths and weakness and determine "fit."
3. Consultant conducts a verbal debrief with the Hiring Manager/Human Resources Manager immediately following the interview.
4. Consultant submits a written report in one of two formats, Executive Summary or Trait Analysis, within 48 hours to the Hiring Manager and / or Human Resources Manager.
Add-on Options:
• If desired, a psychometric instrument such as the TAIS profile could be added to the process to provide even more definitive analysis.
• If desired, the consultant could sit down one to one with candidates selected after their "on boarding process" to go over the candidates strengths and weaknesses and prepare a developmental plan.
Style assessment
The Interpersonal Preferences Profile (IPP)
The IPP is our most popular seller. It is a 70 item self generated self-scored Norm based assessment instrument which classifies a persons base personality into 6 types (Ruby, Emerald, Sapphire, Aquamarine, Fire Opal, and Topaz).
The Supervisory Leadership Effectiveness Profile (SLEP)
The SLEP is directed specifically at First Level Supervisors. It is a ninety-six item NORM Based self generated hand scored assessment tool. The sixteen dimensions are broken into four main areas of focus; Performance, Problem, Personal, and People. The Performance Focus area encompasses direction, organization, accountability, and decisiveness. The Problem Focus area measures safety, problem avoidance, recovery, and conflict management. The Personal Focus provides insight to integrity, commitment, resilience, and growth. Finally, the People Focus deals with empowerment, support, team building, and communication.
The Management Style Preference Index (MSPI)
The MSPI is a 160 item self generated, self scored, Norm based assessment instrument that gives participants insight into 16 preferences. Eight of the preferences correlate with effective managerial outcomes (Independence, Results, Decisiveness, Organization, Self Esteem, Coaching, Team, Extroversion). The other eight (Compliant, Political, Conservative, Evasive, Perfectionist, Comparative, Critical, Autocratic) correlate negatively with effective managerial outcomes.
The Leadership Style Preference Index (LSPI)
The LSPI is a 126 item self generated, self scored, Norm based assessment instrument that gives participants insight into 16 preferences. Eight of the preferences correlate with effective leadership outcomes (Performance under Pressure, Control, Achievement, Intellectual Curiosity, Approachability, Empowerment, Professionalism, Versatility). The other eight (Procrastination, Isolation, Ego Concern, Risk Aversion, Impulsiveness, Rebelliousness, Coercion, Frustration) correlate negatively with effective managerial outcomes.
The Interpersonal Effectiveness Profile (IEP)
The IEP is a 56 item self generated, self scored, Norm based assessment instrument which gives participants insight into eight dimensions of Interpersonal Effectiveness proven to be important to interpersonal success (Flexibility, Responsibility, Emotional Control, Awareness, Social Comfort, Social Presence, Social Sensitivity, Conflict Handling).
The Team Member Effectiveness Profile (TMEP)
The TMEP is a 72 item self generated, self scored, Norm based assessment instrument that gives participants insight into 12 dimensions of member behaviors in teams. Six of the scales correlate with effective performance in a team (Initiative, Optimism, Focus, Experience, Openness, and Supportiveness). The other six scales (Dominator, Sniper, Rebel, Sulker, Onlooker, Hitchhiker) correlate negatively with effective performance. Others may complete the assessment to provide a more comprehensive picture of how the member is view by his/her teammates.
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Opinion Surveys
Team Effectiveness Profile (TEP)
The TEP is a fourty item, normbased, hand scored assessment instrument designed to let members of an intact team assess the effectiveness of the team in five areas: Team Vision/Planning, Team Organization/Empowerment, Team Implementation, Team Control and Team Relations.
Organization Environment Index (OEI)
The OEI is an eighty item, norm based, hand-scored instrument wich measures the current state of an organizations culture or environment. The basic theory of culture or environment is that in every organization there are certain behavioral norms or expectations. In most cases, the behavior of the managers in a group creates the environment in which everyone must work. Some behaviors create a positive work environment while others make it difficult for people to perform effectively. This profile lists the strength of eight effective and eight counter-productive environments and serves as a means to objectify the nebulous notion of environment and suggest specific changes to make the environment more conducive to success.
The Leadership Team Dysfunction Index (LTDI)
The LTDI is a sixty item, norm based, hand-scored assessment instrument designed to give the members of a leadership team the opportunity to assess the effectiveness and dysfunction of their interactions as a team. The index measures six dysfunctional areas called Distrust, Politics, Ambiguity, Undisciplined, Ego Concern, and Turf Protection. Also measured are six areas which generally lead to productive outcomes called Disclosure, Dialog, Alignment, Responsibility, Maturity and Team Play.
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Coaching
The Executive Coaching Program is an in-depth developmental experience comprised of several phases spread out over a fifteen-month period of time. The basic purpose of the program is to provide upper-level managers with comprehensive insight into their leadership and interpersonal strengths, weaknesses, preferences, needs and behaviors coupled with tools and techniques designed to build upon strengths and minimize weaknesses resulting in improved leadership effectiveness.
The specific objectives are to:
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Phase I
Participants attend the three-day Team Leadership Effectiveness Program. Prior to the program, participants are assessed by their boss, associates and peers on the Executive Effectiveness Profile Volume 1 and personally complete the Attentional and Interpersonal-Style Survey, Management Style Preference Index, Leadership Style Preference Index, Interpersonal Effectiveness Profile, Interpersonal Preferences Profile and Leadership Assumptions Instrument.
The three days of training involve large amounts of experiential learning exercises and strategic, tactical and personal content on various leadership skills and knowledge modules. This allows the participant the first set of insight in a non-threatening setting. Also, the participant picks up valuable skills and tools for change while the instructor observes behavioral strengths and weaknesses in the structured exercises. The final part of Phase I has participants completing an extensive Action Plan for change that is shared with the coach for follow-up.
Phase II
Over a 12 month period, the coach meets 1 to 1 in-person or over the phone with the participant to cover structured content in the following areas:
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Phase III
Three months after attending the Leadership Effectiveness in Team Environments Program, participants complete a more in-depth battery of psychometric instruments and are assessed by others via the Executive Effectiveness Profile Volume II.The package of self-generated assessments includes a Biographic Inventory, Leadership Style Preference Index 360 Degree Look, Management Style Preference Index 360 Degree Look, Interpersonal Preferences Profile 360 Degree Look. The participant then has a one-to-one meeting for one day with the coach to go over the complete battery of assessment material, review Action Plan I and complete Action Plan II.
Phase IV
Six months after Phase II, participants are re-assessed by their boss, associates and peers on Executive Effectiveness Profile I and the results discussed with the participant. Action Plan I is also reviewed. Three months after this, each participant is re-assessed by his / her boss, associates and peers on the Executive Effectiveness Profile Volume II, the results discussed with the participant and Action Plans I & II are reviewed.
Simulations
Project Leadership Exercise
Participants individually rank 23 items relating to Planning, Organizing, Operating and Overseeing a project. Next they attempt to reach a consensus ranking with others in a small group. The rankings of the group are then compared with those of a panel of experts to determine if synergy was achieved. The exercise is an excellent way to teach principles of project planning while reinforcing group dynamics.
Team Problem Solving Meeting Exercise
Participants individually rank 24 items relating to Planning, Organizing, Conducting and Concluding a meeting designed to get a failing project back on track. Next they attempt to reach a consensus ranking with others in a small group. The rankings of the group are then compared with those of a panel of experts to determine if synergy was achieved. The exercise is an excellent way to teach effective meeting management while also giving insight into group dynamics.
Psychological Assumptions Exercise
Participants individully determine which of 28 psychological assumptions would be proven to be true by a wide body of research. Next in small groups they share their views with others to put forth a consensus view. The group decision is compared with research to determine if synergy was achieved. The exercise is a great way to teach important psychological principles to managers in an interactive manner.
PERFORMANCE CONSULTING
A good training program will address the identified learning needs of employees but what can you do when training alone cannot improve performance? That is where Performance Consulting comes into the picture. We can assess your organization's performance gaps based on your business needs and goals and help you correct them. This goes beyond training where we look not only at learning needs but into all areas that affect performance like information, resources, incentives, knowledge, ability, and motivation. We have the tools to assess where the gaps exist in the three main factors influencing performance; the organization, the individual, or the process. We can show them to you and through partnering with your management team we can help you to form an action plan that will eliminate those gaps.
Performance Driven Leadership System
This fifty-six page notebook allows you to implement the Performance Driven Leadership System with up to ten of your direct reporting associates. In one convienent place, you can keep track of each associate's most critical tasks, the key measures for each task, their current level of performance and the leadership approach you have chosen to use. This is a must have item for any leader who wants to ensure his/her staff is properly focused and supported.
CONSULTING
Change Management
The unprecedented speed and complexity of change is a dramatic fact of life in the typical organization today. We can help your organization anticipate and reduce resistance to change, better understand and guide change efforts and manage more effectively in transition. A focus of our efforts here is helping your leaders understand why most directed change efforts fail and using principles, techniques and strategies to greatly increase the odds of success in the change effort.
Executive Sounding Board
It can be lonely at the top. Who can you turn for advice? The board, the chairman, your associates? Unfortunately organization politics and issues of confidentiality and trust can make it difficult to approach any of these groups for counsel. We get to know your organization, its key people and customers. In addition, we have knowledge and insight gained over two decades in dealing with leading organizations in numerous markets. And, we can be counted upon to be confidential in our role as critical thinker/evaluator.
Culture Shaping
A strong vibrant organizational culture can create social energy or Espirit de Corps, allow senior managers to positively influence employee behavior "from a distance" and provide a framework for effective decision making. Conversely, a dysfunctional environment can be a major impediment to an organizations ability to achieve its strategic goals. We work with your organization to shape the environment to be conducive to achieving long term results consistent with your plans.
High Potential Programs
With demand for skilled executive talent at an all time high, prudent organizations are taking steps to identify, nurture and retain their most gifted employees. We can help to create a program for the selection and development of a small cadre of managers upon whom the organization hopes to retain and promote over time. Creating tangible goals and plans for the career development of key employees is one of the most cost effective ways to decrease turnover of the employees you can lease afford to lose.
Style Problem Intervention
Inevitably there will be times when you find you have executives who are extremely gifted technically but with an interpersonal or leadership style far from desirable. You want to retain these people but not at the expense of team chemistry. We can help pinpoint the problem and through ongoing assessment and coaching help you salvage this important resource - or let you know when it is time for them to move on.
Meeting Facilitation
On occasion you may want to just be a participant in one of your meetings not the leader. Or perhaps a "fresh set of eyes" on a subject might be beneficial. Whether it is strategic planning, problem solving, brainstorming or team development we can run or facilitate the meeting for you or your organization. We have run hundreds of such meetings over the years and have became quite good at helping you achieve agreed upon outcomes.
Team Development
Many teams do not possess the human relations skills or design skills to enable them to set and achieve their objectives. We are skilled at taking teams from mission creation through establishing chemistry and trust to objective and strategy development to the creation of operational plans. We work with teams which are stuck or experiencing infighting and can serve to negotiate roles among competing teams.
Strategic Planning
Strategic planning is a process whereby an organizations guiding members assess its current and projected future competitive environment, envision a desired future and develop the necessary operational plan to achieve that future. We can help by facilitating the process, helping to establish priorities and confronting difficult strategic choices. We can also help in implementation by helping focus attention over time on the key decisions necessary to keep the process on track.
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360° Profiles
Executive Effectiveness Profile© Volumes I and II
To provide managers at every level with comprehensive feedback from their boss, direct reporting associates and peers as to their perceived effectiveness as a leader.
Performance Effectiveness© Profile©
To provide non-supervisory employees a summary of their perceived effectiveness on the job in the eyes of their boss and key peers.
II. Rationale
Most managers and employees have a strong desire to know where they stand with their boss, staff, and peers. Yet, candid, detailed, and useful feedback is a rare commodity in most organizations. Lacking such feedback, people develop serious blind spots about their performance. An employee can't fix what he/she doesn't know is wrong and such blind spots may negatively impact performance or obscure potential strengths which could be further developed. In recent years, the nature of work has shifted. Many organizations have sought to change their "culture" to one based upon Leadership vs. Control. Such a change depends on employees changing their day to day behavior. A key to behavioral change is an accurate assessment of current behavior in relation to the cultural ideals. Research indicates that most people are more comfortable and honest providing confidential written feedback rather than face to face feedback.
III. Uses
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IV. Advantages
| Easy to Administer |
| Quick to Complete |
| High Test/Re-Test Reliability |
| Measures Things Worth Measuring |
| Easy to Interpret |
| Broad Focus |
| Specifies Improvement |
V. Areas Assessed
Executive Effectiveness Profile Volume 1
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Executive Effectiveness Profile Volume II
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Performance Effectiveness Profile©
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VI. Pricing
Executive Effectiveness Profile© - Volumes I & II -- Performance Effectiveness Profile©
$129.00 per set plus shipping (set of 10)
California residents add sales tax. Quantity discounts available. (100 or more sets)
Other Profiles / Indexes
Supervisory Leadership Effectiveness Profile (SLEP)
This product is directed specifically at First Level Supervisors. It is a ninety-six item NORM Based self generated hand scored assessment tool.
The sixteen dimensions are broken into four main areas of focus; Performance, Problem, Personal, and People.
The Performance Focus area encompasses direction, organization, accountability, and decisiveness.
The Problem Focus area measures safety, problem avoidance, recovery, and conflict management.
The Personal Focus provides insight to integrity, commitment, resilience, and growth.
The People Focus deals with empowerment, support, team building, and communication.
The Management Style Preference Index (MSPI) is a Self Assessment Measure of 16 key styles of interaction. Eight dimensions correlate positively with effective management performance while eight dimensions correlate negatively. A 360 version is also available.
The Organization Environment Index (OEI) is a related measure to the MSPI and looks at sixteen different Organization Environments and their typical impact on associates performance or organizational productivity. An OEI ideal version is also available, which lets respondents comment on the type of environment in which they would like to work in the future.
The Leadership Style Preference Index (LSPI) is a self assessment measure of 16 key styles of interaction. 8 dimensions correlate with effective management performance, while the other 8 dimensions correlate negatively. A 360 version is also available.
The Interpersonal Effectiveness Profile (IEP) is a self assessment measure of 8 key aspects of interpersonal effectiveness. A 360 version is also available.
The Interpersonal Preferences Profile (IPP) is a new version of our best selling assessment tool. This assessment allows individuals to see their style (Red, Blue, Green, Rainbow, Red/Blue, Red/Green, Blue/Green). A 360 version is also available.
Team Member Effectiveness Profile (TMEP) is a 72 item instrument which provides employees who work in teams a comprehensive assessment of their effectiveness in 12 key areas as seen by the other members of the team. A 360 version is also available.