Leaders only grow and develop when they get regular feedback. Do you know what others appreciate about you? Do you know what advice your boss, peers and subordinates can offer you to improve your leadership style? Do you know how you are contributing to the successes or problems within the organisation? Do you know your level of personal entropy?
Organisational transformation begins with the personal transformation of the leaders. If the leaders don’t change, the culture won’t change.
Therefore, to grow and develop your culture, you need to grow and develop your leaders.
The LDR is a powerful coaching tool for promoting self- awareness, personal transformation, and an understanding of the actions a leader needs to take to realise his or her full potential. The LDR compares a leader’s perception of his or her operating style with the perception of their superiors, peers and subordinates. Assessors also get the opportunity to indicate how they believe the leader needs to change to help them become the best leader they can be. Emphasis is placed on a leader’s strengths, areas for improvement, and opportunities for growth.
Authenticity and Effectiveness
In one simple picture, see how a leader believes they show up and how others experience them. The LDR also shows what assessors believe will help the leader improve his/her performance.
Strengths, Areas for Development and Opportunities for Growth
Shows how the leader's leadership style is perceived by others and compares this to the leader’s own view. Identifies the leader's areas to focus on and provides ratings against 26 different leadership behaviours.
High Performing Leadership Group
Presents a collective view of the results of individual LDR’s, to provide an overview of the group - how they believe they act and how they come across to others.
Multiple Perspectives on Leadership
Recognise the patterns and differences in how a leader interacts with others e.g. Boss, Peers, Team Members
The LDR shows leaders how their leadership style is perceived by their assessors and allows them to compare this to their own view of how they lead others. In addition, assessors will identify the 10 values/ behaviours which they believe will help the leader to develop. The report also identifies 26 areas, mapped to the Seven Levels of Leadership Consciousness Model, against which both leaders and their assessors have clarified to what extent they believe the area to be a strength, an area for development or not relevant in their current role.
The LDR reveals the extent to which a leader’s behaviours help or hinder the performance of the organisation, and to what extent fear influences decision-making. The LDR also measures the personal entropy and authenticity of a leader.