Leadership Assessment

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Awareness is the first step to becoming the best leader, and the best self, you can be

When it comes to your leadership, the most important perceptions are held in the hearts and minds of the people you lead. But the higher up you go, the less likely you are to get open and honest feedback from these most important people. Your leadership assessment solves this problem by giving you access to important feedback from people you need and value most.

Your Leadership Assessment is Germane’s Expertise

I’ve learned from hundreds of clients who have succeeded in changing long standing patterns of thinking, reacting and behaving - and several who haven’t - that the biggest catalyst for change occurs when leaders discover how others see them. That’s why I’ve developed, and become known for, intense focus, deep expertise, and skill in reviewing 360 feedback with leaders: so you can eek every ounce of benefit from your 360 leadership assessment.

Side benefits of a leadership assessment:

  • People who participate are more invested in your success
  • When you inform them of your development goals, they’ll support you in achieving them
  • They’re primed to see your improvements in action and provide you with important feedback

Together, we walk through a 5-step process that includes:

Step 1. Identifying and administering the assessment that best suits your needs.

The assessments we choose from include:

Leadership Effectiveness

  • Leadership Versatility Index
    The LVI presents a picture of:
    • The strengths you overuse in situations where they aren’t effective. Then, together, we identify where and how to apply the brakes.
    • The leadership competencies you underutilize. Together we identify where and how to step on the accelerator.

    Leadership qualities are typically viewed as pairs of opposites—“big picture thinker” or “eye for details,” a “strong, take charge” type or an “empowering, encouraging type.” But this either or thinking doesn’t reflect the reality the most effective leaders are highly

    VERSATILE
    Versatile leaders read, and deliver, what’s called for by the complex web of issues they address, situations they face, and people they lead. Versatile leaders appropriately choose and use the best fit.

    versus
    Strategic or Enabling Operational or Forceful
    Hands Off and Empowering Involved and Directive
    Collaborative/Open to Influence Authoritative and Decisive
    Visionary and Bold Tactical and Cautious
    Big Picture Thinker Detail Oriented

    Leaders don’t run into trouble because they lack skills. Problems arise when they lean into their default mode too often, even in situations where these innate strengths are detrimental. Recognizing and overcoming these limiting behaviors requires understanding that when it comes to leadership qualities, you can have too much of a good thing.

    The Leadership Versatility Index presents you with valid and reliable feedback (others’ perceptions) of behavioral competencies you’re employing to the right degree, too much or too little. Open Ended Questions allow us to design, and get answers to, the most important questions about your leadership. Ratings give you a measure of your effectiveness. Verbatim responses provide the texture, the way people feel about and respond to your leadership.

    The Leadership Versatility Index presents you with valid and reliable feedback (others’ perceptions) of behavioral competencies you’re employing to the right degree, too much or too little.

    The Leadership Versatility Index presents you with valid and reliable feedback (others’ perceptions) of behavioral competencies you’re employing to the right degree, too much or too little.

  • Emotional and Social Competence Inventory (ESCI)
    Emotional Intelligence is highly correlated with effective leadership, according to dozens of research studies. Leaders are typically promoted to their first supervisory or management roles based on outstanding performance in their functional area of expertise and less so for outstanding performance in leading people.It’s no surprise that many leaders spend years honing their “people skills” or emotional intelligence.The ESCI is based on emotional intelligence research by Daniel Goleman, psychologist, science journalist, and author of Emotional Intelligence. The ESCI measures 18 competencies, including:
    • Self-Awareness
      • Emotional Self-Awareness
    • Self Management
      • Achievement Orientation
      • Adaptability
      • Emotional Self Control
      • Positive Outlook
    • Social Awareness
      • Achievement Orientation
      • Adaptability
      • Emotional Self Control
      • Positive Outlook
    • Relationship Management
      • Conflict Management
      • Coach/Mentor
      • Influence
      • Inspirational Leadership
      • Teamwork

Personality and Temperament

  • Myers Briggs Type Inventory
    The MBTI is one of the most highly utilized, researched and validated assessments of temperament and style. It provides you with a description so fitting that your spouse, life partner or best friends will remark, “This is exactly who you are.” You’ll discover to what extent you:
    1. Think best and refuel by yourself or when engaging with others
    2. Process information and make decisions in a more linear analytical manner, or by way of intuitive thinking
    3. Tend to imagine and explore possibilities or limit the choices and decide quickly
    4. Lean on your thinking or your emotions for decision making

    The MBTI presents 16 personality types and their preferred styles of receiving and processing information, decision making and communicating. Familiarity with the various styles enables you to round out the way you communicate and influence others. You’ll also improve the way you lead discussions and team meetings to access the contributions of each and every team member.

  • Hogan - Potential, Challenges and Values
    The Hogan instruments identify where you shine, your natural inclinations, potential derailers, and your most highly regarded values.
Customized 360 interviews
Your situation and desired outcomes may indicate that customized 360 interviews are a best solution. We conduct anonymous interviews, such that we don’t share who said what. They are, at the same time, not confidential, because it’s important that you know how others see you according to their own words.We custom design the questions to fit your needs, based on a thorough understanding of your leadership history, current and future challenges, and the company’s culture. Then we work with you to identify key stakeholders who participate in one on one interviews. We analyze and synthesize the interview responses to present you with key themes about your leadership.The customized 360 is used in addition to standardized instruments, or as a stand alone assessment.

Step 2. Presenting you with a thorough analysis and synthesizing of all assessment results, in person.

Step 3. Leading you through a series of in-depth and confidential conversation

  • Process your reactions and thoughts about the feedback
  • Increase your self-awareness
  • Form an ever more realistic and well-rounded picture of your effectiveness as a leader

Step 4. Identifying your development goals and a plan to achieve them.

Step 5. Gaining support and agreement from your manager or board of directors.

Awareness is the first step to becoming the best leader, and the best self, you can be

When it comes to your leadership, the most important perceptions are held in the hearts and minds of the people you lead. But the higher up you go, the less likely you are to get open and honest feedback from these most important people. Your leadership assessment solves this problem by giving you access to important feedback from people you need and value most.

Your Leadership Assessment is Germane’s Expertise

I’ve learned from hundreds of clients who have succeeded in changing long standing patterns of thinking, reacting and behaving - and several who haven’t - that the biggest catalyst for change occurs when leaders discover how others see them. That’s why I’ve developed, and become known for, intense focus, deep expertise, and skill in reviewing 360 feedback with leaders: so you can eek every ounce of benefit from your 360 leadership assessment.

Side benefits of a leadership assessment:

  • People who participate are more invested in your success
  • When you inform them of your development goals, they’ll support you in achieving them
  • They’re primed to see your improvements in action and provide you with important feedback

Together, we walk through a 5-step process that includes:

  • Step 1. Identifying and administering the assessment that best suits your needs.
  • Step 2. Presenting you with a thorough analysis and synthesizing of all assessment results, in person.
  • Step 3. Leading you through a series of in-depth and confidential conversation.
  • Step 4. Identifying your development goals and a plan to achieve them.
  • Step 5. Gaining support and agreement from your manager or board of directors.

Find out how to be the best leader you can be.

“With Germane Coaching & Consulting’s help, I began to appreciate the magnitude of what we were asking of our employees.  Anne Perschel helped me see that to achieve the change, people had to try new things and stop doing business the old way.”

Dan Sheehy

Vice President of Eastern Area Sales, Altera Case Study

Are you ready to find out how strong a leader you can be?

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"95 PERCENT OF MY ASSETS DRIVE OUT THE GATE EVERY EVENING. It’s my job to maintain a work environment that keeps those people coming back every morning." Jim Goodnight, CEO, SAS

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“With Germane Coaching & Consulting’s help, I began to appreciate the magnitude of what we were asking of our employees.  Anne Perschel helped me see that to achieve the change, people had to try new things and stop doing business the old way.”

Dan Sheehy

Vice President of Eastern Area Sales, Altera Case Study

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