Wie können Sie Ihr Executive Leadership Assessment nutzen, um eine positive Wirkung zu erzielen?

You get a LOT of information in an executive leadership profile. You will usually have a debrief meeting with a professionally trained coach, to walk you through your report. It's helpful to come to that debrief with an open, curious mind and some initial questions based on your first read of the profile. After that, it's helpful to set aside an hour or two to really dig into the report. Take notes as you read, of "a-ha's" and connections among points and follow-up questions. This will help you have a thorough understanding of your executive leadership profile.

A powerful way to seek feedback is to share the highlights of your results with your direct reports. When I reported to a CHRO of a Fortune 100 company, he set up time with his leadership team and shared his 360 report strengths and opportunities. He demonstrated openness to feedback and vulnerability as a leader. We had a highly constructive conversation together. He had also role modeled this behavior to us as his direct reports, so we did the same with our own teams and our own 360 reports. This had a multiplier effect on the whole organization. It made feedback an expected and "safe" process for all of us to improve as executive leaders.

“Everyone has a plan until they get punched in the mouth.” - hence having a goal is common across leaders but setting it as a stretch goal with action points and trying to achieve during turbulent times is not easy. Leadership is not a short race but a marathon. Writing down a stretch goal on notebook to review it in periodic frequency makes it a big difference.

Applying the learning is the MOST important part of the assessment process. If you don't take action based on the profile and feedback, the whole exercise will have been a waste of everyone's time. It's best to focus on no more than 2 to 3 key goals to apply the learning. Generally, these will be new leadership behaviors you want to experiment with and build capability in. It's important to be comfortable with feeling uncomfortable. This is where growth occurs ... when you are slightly beyond your comfort zone. You are a powerful role model to others that you are willing to test and learn, and be vulnerable in the process. Ask for feedback with open-ended questions: "how am I doing?" "any feedback for me?" "what changes are you seeing?"

Acceptance of Results: Recognise that self-awareness is crucial for growth and effectiveness as a leader. Identify Opportunities: Pinpoint specific areas where your leadership skills can be enhanced or refined. Build Endurance and Resilience: Work on strategies to handle challenges and setbacks effectively, demonstrating perseverance and adaptability. Be Vulnerable and Agile: Be open to feedback, admit mistakes, and show authenticity. Agility involves adapting to changing circumstances, so be willing to adjust your approach as needed. Network and Collaboration: Connect with other leaders to share experiences and learn from their journeys. Collaborative discussions can provide fresh perspectives and insights.

Even before understanding your executive leadership profile, it's important to understand which assessment type to choose. Often this selection is done on partnership with your manager and HR leader. As an executive coach and former executive leader, I've worked with many assessments. The first decision point is whether you want (1) a 360 assessment from multiple raters, such as your manager, peers, and direct reports, OR (2) a personality assessment, such as Hogan, DiSC, or Workplace Top 5, which does not involve raters. Choosing both types of assessments in parallel gives you a rich dataset to understand your strengths and opportunities as a leader.