HELPING LEADERS CONSISTENTLY CONVERT BUSINESS OR PERSONAL GROWTH CHALLENGES INTO RESULTS

LEADERSHIP EFFECTIVENESS 360

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The Leadership Effectiveness 360 is an assessment that will identify:

  • Areas of strength and areas needing improvement associated with critical leadership competencies
  • Allow you to see yourself as others see you
  • Guide you in developing a personalized leadership development plan
  • Serve as a benchmark in your leadership development

EIGHT LEADERSHIP EFFECTIVENESS 360 COMPETENCIES

  • Communication Skills looks at the extent to which you communicate with economy and clarity and welcome feedback. It asks the question: "How well do you design and send your messages and then attentively listen to people's responses to adjust your delivery and message?"

  • Decision-making refers to an individual's ability to examine options systematically; identify limits, outcomes, and risks to be considered; assign weights to each possible alternative; then select the option that best meets the desired goals and standards. 

  • Delegation looks at the extent to which you give team members the freedom or space to determine how they will accomplish the work, tasks, or projects delegated to them. It asks the question: "To what extent do you create a climate of trust in which people feel that they can take risks and make mistakes to learn and achieve things in a better or different way?" 

  • Emotional Intelligence looks at your ability to recognize, understand, and harness your feelings and the feelings of others. It asks the question: "How intelligently aware are you of your emotional reactions and those of others, and how effective are you at putting that information to good use?" 

  • Managing Change looks at how well you anticipate and plan for future change and then manage yourself and others to handle it well. It asks the question: "How effectively do you manage personal and widespread change to actively steer the process to positive and beneficial ends for you, your team, and your organization?"

  • Setting Goals and Standards refers to an individual's ability to manage activities and projects using measurable goals and standards and to work with others to set goals and measures to develop understanding and build commitment. This competency looks at one's ability to evaluate and prioritize goals, intentions, and action standards; eliminate barriers to the goal-setting process; evaluate goals-against criteria and standards, and use purposes to motivate. 

  • Team Building looks at the extent to which you trust, coach, and guide your team and team members to influence and help them control their destiny through their efforts. It asks the question: "How well do you empower individuals and team members so that they believe that the consequences of their actions are their own?

  • Visualizing the Future is the extent to which you spend time thinking about the medium-term and long-term future to identify a positive and compelling vision of what could be. It asks the question: "How well do you anticipate and find ways to creatively or inspirationally describe to team members what may happen in the future?" 

LET'S BEGIN A DISCUSSION
Send me your answers to the following question:

What three things would have happened in 6-months that your career is doing better than you could have expected?

Now, let's turn our focus to you. I want to learn more about you and what you believe needs change in your career this year.

Send me your answers, and we can talk - FREE 60-minute session.

Thank you in advance for beginning a conversation.

Rick Mazzetti Coaching
Send me your answers to the following question: What three things would have happened in 6-months to position your career better than you could have expected?

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HOW DID COACHING HELP MY CLIENTS?

  • Rick has greatly helped me distill, articulate, and focus on my goals in the new role. When we started meeting, I did not feel like I was setting the agenda in the new role of BD but was responding to others. But, working with Rick, we were able to refine my goals into a very concrete set of goals with indicators and time frames to measure my progress."

    "In addition, Rick has helped me better understand my communication style and how I should tailor it to different people based on their personalities and styles. Rick only helped me through this transition but helped me understand the process and tools to use for when I need to adjust my goals, which is now.

    Director, Business Development – International Policy Research Organization
    – Durham, NC

HOW CAN ASSESSMENTS ADVANCE YOUR PERFORMANCE?

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