Leadership Development 2

Leadership Values Assessments

Leadership and Culture

The culture of an organization, or any group of individuals that share a common identity, is a reflection of the values and beliefs of the leaders.

Who you are as a leader, the values you embrace, and the beliefs you hold, is automatically transmitted to the group through your words, behaviors and actions. This is why organizational transformation begins with the personal transformation of the leaders. If the leaders don’t change, the culture won’t change. The link between the culture of an organization and the personality of the leader is most visible when organizations bring in a new CEO. The new leader automatically brings a new way of being that creates a new culture. This is why organizations with strong high-performing cultures promote from within. They want to minimize any disruption to the winning culture. Such organizations also make it a priority to embed their values, behaviors, vision and mission in every policy, system and process that guides the functioning of the organization.

Leadership and Performance

Leading yourself, and leading others is not the same thing. You must be able to lead yourself before you can effectively lead others. Leading an organization is even more demanding and requires an additional set of competencies and skills than leading yourself and leading others.

Full spectrum leaders display all the attributes of the Seven Levels of Leadership Consciousness. They master:

  • Survival Consciousness, by creating an environment of financial security and physical safety for themselves and those in their charge.
  • Relationship Consciousness, through learning to communicate openly, and by creating a culture of caring and belonging that engenders employee and customer loyalty.
  • Self-esteem Consciousness, by measuring and monitoring progress towards the organization’s goals, and keeping the organization focused on quality, excellence and continuous improvement, such that employees feel a sense of pride in the organization’s performance, and can pursue their professional growth.
  • Transformation Consciousness, by becoming responsible and accountable for their actions, learning to delegate appropriately, empowering their executives and managers, and encouraging them to pursue their personal growth.
  • Internal Cohesion Consciousness, by finding a personal sense of purpose/mission to their lives, creating a vision of the future that is a source of inspiration for everyone in the organization, and engendering a climate of trust.
  • External Cohesion Consciousness, by actualizing their own sense of purpose through collaboration with external partners in strategic alliances, and enabling their employees, managers and executives to do the same.
  • Service Consciousness, by aligning the needs of the organization with the needs of humanity and the planet and performing acts of self-less service with humility and compassion that support their employees, managers, and executives in doing the same.

Leaders Value Assessment (LVA)

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 cultural entropy of the organization? Do you know your level of personal entropy? The answers to all these questions are provided by our flagship coaching tool, the Leadership Values Assessment.

Download Leaders Value Assessment Report

The LVA is a powerful coaching tool for promoting self- awareness, personal transformation, and an understanding of the actions a leader needs to take to realize his or her full potential. The LVA compares a leader’s perception of his or her operating style with the perception of their superiors, peers and subordinates. Emphasis is placed on a leader’s strengths, areas for improvement, and opportunities for growth.

The LVA reveals the extent to which a leader’s behaviors help or hinder the performance of the organization, and to what extent fear influences decision-making. The LVA also measures the personal entropy and authenticity of a leader.

Demographic categories, such as Boss, Peer, and Team member, may be added to an assessment in order to view responses by the relationship to the leader. These plots supplement the overall LVA report and plot, and are available at additional cost.

The LVA process begins with the customization of the leadership values template. Leaders are then asked to go to a password-protected website to select ten values that most represent their operating style. They also list what they believe are their strengths, and the areas of improvement they are currently working on. 15-to-20 assessors, chosen by the leader, also go to the password-protected website to select ten values that represent the leader’s operating style; the behaviors they believe the leader needs to stop or improve; and any other comments they wish to give as feedback to the leader. Assessors can choose whether to leave their name with feedback or take the survey anonymously. The values chosen by the leader and the assessors are mapped to the Seven Levels of Leadership Consciousness.

The LVA feedback is given by a coach in a two-to-three hour’s feedback session. The leader and the coach together develop a detailed action plan to improve the performance of the leader.

Group LVA

When a group of leaders are having LVAs produced at the same time, you can also see a collective view of the leadership style of the leaders with a Group Leadership Values Plot.

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