of improved performance!
Working on a personal quality presents specific challenges. The fact is that most personal qualities in and of themselves are neither strengths nor weaknesses. It’s the context in which you practice your leadership that often creates in the minds of others a judgment of whether a specific quality is good or bad. In one work environment it may pay for a leader to be more flexible—for example, during the early stages of product development when innovative ideas need to be encouraged and solicited. In a different case, the quality of decisiveness may be more highly valued—for example, when dealing with the publicity surrounding a crisis in your organization. In such an environment, a leader would need to react smoothly to rapidly changing circumstances. It would be essential for the leader to be more decisive, so flexibility could actually undermine effectiveness.
360-Degree Assessments
Effectiveness is judged differently in different environments. A good assessment is key to inform you of how you are being judged. It lets you know whether you need to change yourself, change the way you present yourself, or do a bit of both. You may find one of the following CCL assessments helpful.
Executive Dimensions assesses top-level leadership behaviors. A straightforward feedback report displays a participant’s data grouped into three factors: leading the business, leading others, and leading by personal example. These factors are further divided into sixteen competencies, containing a total of ninety-two items.
Benchmarks assesses sixteen skills and perspectives that CCL researchers have identified as critical to successful management. In addition, it helps you identify five potential flaws that may stall or derail a promising career.
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