363 Orientation
•Download as PPTX, PDF•
0 likes•375 views
This document provides an overview of a 360 assessment process and report for leadership development. It outlines a clear process for leaders to receive anonymous feedback from managers, direct reports, peers, and others. The report includes a leader's DiSC profile, how raters see the leader across eight leadership approaches, self vs. rater comparisons, strengths identified by raters, and personalized development strategies. Raters can provide anonymous comments through a "CommentSmart" feature. The goal is to provide leaders with meaningful feedback to improve their effectiveness in a supported coaching process.
Report
Share
Report
Share
Recommended
Orientation to DiSC 363 for Leaders
Preparing leaders to participate in a 360 feedback process using the Wiley DiSC 363 for Leaders process
Orientation for DiSC 363 Project
The document describes Everything DiSC 363, a 360-degree feedback tool that combines assessments of leadership styles and behaviors with personalized development strategies; it outlines the process for leaders and raters to complete assessments and receive reports that highlight strengths, opportunities for improvement, and customized action plans based on the DiSC model of leadership. The goal of Everything DiSC 363 is to provide more constructive 360-degree feedback that leaders can easily understand and apply to become more effective.
DiSC Profile Insight: DiSC Walkthrough
DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Introducing Everything DiSC
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
DiSC, your secret piece of the puzzle
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
DiSC presentation
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
DiSC in a Nutshell - Quick View
The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
Recommended
Orientation to DiSC 363 for Leaders
Preparing leaders to participate in a 360 feedback process using the Wiley DiSC 363 for Leaders process
Orientation for DiSC 363 Project
The document describes Everything DiSC 363, a 360-degree feedback tool that combines assessments of leadership styles and behaviors with personalized development strategies; it outlines the process for leaders and raters to complete assessments and receive reports that highlight strengths, opportunities for improvement, and customized action plans based on the DiSC model of leadership. The goal of Everything DiSC 363 is to provide more constructive 360-degree feedback that leaders can easily understand and apply to become more effective.
DiSC Profile Insight: DiSC Walkthrough
DiSC Profile Insight offers its buyers a step by step overview of what their profiles mean; how to read them, how to interpret the graphs and translate what values and assets can be taken out of the report to better your work environment, and communication.
DiSC Profile Introduction - Why Use DiSC Communication Profiling?
Here's a presentation I created while leading teams at StepUp in Raleigh, NC. I felt it is important to take time to educate people by sharing this basic, simple introduction to the DiSC profile and uses in communication.
In my workplace, every client, staff, volunteer and board member takes Disc assessment - and furthermore, all our profiles are shared. We'd never ask a client to do anything we don't do. That'a an authentic value. We believe it has made us more successful in our field of human services, as people and as an organization. We tend to play nice with one another because we took the time to truly get to know and understand one another.
Introducing Everything DiSC
This third generation of the DiSC profile created by Wiley is the most powerful ever developed. This presentation reviews the progress of DiSC. It is used in a webinar with video examples not included here.
DiSC, your secret piece of the puzzle
DiSC is a behaviour recognition technique that helps communicate with individuals in their dominant communication style. It is not about personality, because it does not measure values. It is about the behaviours that people exhibit in situations where they are experiencing higher levels of stress. These include sales situations, situations in which they are frustrated, situations that are complex in nature. The dominant behaviour style will come out as will the communication associated with this style. If communication styles are not matched correctly, confusion is sure to happen. DiSC is a tool to make more effective communications between co-workers, subordinates, and even supervisors. Please enjoy.
DiSC presentation
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
DiSC in a Nutshell - Quick View
The document discusses the DiSC model of behavioral styles, which identifies four dimensions - Dominance, Influence, Steadiness, and Conscientiousness. It provides descriptions of the tendencies and preferences of each style. The document also discusses how people with different styles can interact effectively and addresses potential "back up styles" that may emerge when things do not go as preferred.
363 New Product Introduction
- Everything DiSC 363 for Leaders is a new 360-degree feedback tool that combines 360 feedback with personalized leadership strategies based on DiSC styles.
- It aims to address issues with traditional 360 tools by removing anonymity, making the feedback easier to understand, and providing clear next steps.
- The tool assesses leaders on 8 approaches to leadership and provides a profile, feedback report, and 3 personalized strategies for each leader based on DiSC and rater feedback.
Chapter 7 leadership1
This document discusses leadership and different leadership styles. It begins by defining leadership as influencing and supporting others to work enthusiastically toward achieving objectives. It then discusses:
1. The differences between managers and leaders. Managers direct work while leaders inspire others through vision.
2. Traits of effective leaders such as honesty, drive and skills in technical, human and conceptual areas.
3. Behavioral styles including positive, negative, autocratic, consultative and participative.
4. Contingency models for selecting a leadership style based on the situation, including Fiedler's model of leader-member relations, task structure and power, and Blanchard's model of employee development level.
Imagine that you are attending a leadership meeting and you are as.docx
Imagine that you are attending a leadership meeting and you are asked to compose a vision statement that represents your ideal future for an organization you represent. Be creative in drafting your vision statement. The organization could be the business you hope to start someday, the company you hope to work for someday, or a nonprofit organization you would like to be involved with. The options are limitless. Share your vision statement with your classmates if you would like to receive feedback from your peers. In your leadership meeting, each of your colleagues exhibits a different leadership style. The first colleague exhibits the traits of a situational leader; the second, the traits of a contingency leader; and the third, the traits of a path-goal leader.
Consider the following questions:
· Which of these three theories of leadership aligns the most with your vision statement? Or is your leadership vision a combination of multiple theories we have reviewed so far in this class?
· Discuss inspiring a shared vision among various leadership styles. How do you create a vision that is appealing to many different types of leaders?
OL 328 Milestone One Rubric
In Module One, you reviewed the Five Practices of Exemplary Leadership as presented in your textbook. In Modules Two and Three, you spent time becoming
more familiar with the first two practices: Model the Way and Inspire a Shared Vision. Think about your leadership skills. Specifically, think about the areas of
improvement you listed in your leadership development action plan in Module One. Using the information in your leadership development action plan, address
the following:
Identify the three leadership areas you selected in Module One and analyze how the Model the Way and Inspire a Shared Vision practices will improve
the leadership areas you selected.
Select one leadership theory or approach you reviewed in Modules Two and Three and analyze how it will help you with the three leadership areas you
selected.
Guidelines for Submission: Submit assignment as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins.
Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Leadership Areas of
Improvement: Model the
Way and Inspire a Shared
Vision
Identifies the three leadership areas of
improvement and analyzes how the
Model the Way and Inspire a Shared
Vision practices can improve the
leadership areas, with real-world
examples as support
Identifies the three leadership areas of
improvement and analyzes how the
Model the Way and Inspire a Shared
Vision practices can improve the
leadership areas, but the connection is
vague or support does not include real-
world examples
Does not identify the three leadership
areas of improvement or analyze how the
Model the Way and Inspire a Shared
Vision practices can improve the
leadership areas
35
Leadership Theory or
Approach Appl ...
MRG Virtual Summit Session 2 - Solutions, Service and Knowledge
At MRG, our goal isn’t to be a provider – it’s to be a partner. Learn about the many ways we can support you in meeting the unique needs of your practice.
We will share:
Brand new ways we can help you position MRG tools competitively against other assessments
The Knowledge Base, our new, searchable treasure trove of research, marketing material, and more
How custom reports can be used for more powerful, personal engagements
Derailers
When a once-promising leader starts to become ineffective in their role, the impact goes well beyond the leader themselves. A seriously ineffectual leader, left unchecked, can be toxic for a team, or even the organization as a whole. That’s why it’s so critical to be able to spot the signs of a leader at risk for derailment, so you can start coaching for course correction (or in extreme cases, make plans for an exit).
How can you spot the warning signs early, before productivity and morale start to suffer?
Unit iv Directing & Controlling
The control process involves 3 steps: 1) measuring actual performance, 2) comparing it to standards, and 3) taking corrective action for any deviations. The goal is to ensure activities lead to goal
Chapter 04
The document discusses leadership behavior, attitudes, styles, and effectiveness. It begins by outlining the objectives of explaining key leadership dimensions, behaviors, attitudes, styles, and selecting the most appropriate style. It then covers classic dimensions of initiating structure and consideration behaviors. It describes task-related and relationship-oriented leadership attitudes and behaviors. 360-degree feedback is explained as a tool for leaders to improve. Participative, autocratic, entrepreneurial, and Leadership Grid styles are outlined. Research on gender differences in styles is discussed, noting that effectiveness is perceived the same between men and women. The conclusion emphasizes selecting leadership styles based on diagnosing the situation.
Surveys that work: using questionnaires to gather useful data, November 2010
This presentation to the 22nd Australasian Computer-Human Interaction Conference, OZCHI 2010, compares survey processes and looks at some of the detail of designing surveys – including how to avoid survey error.
Compassionate Leadership: Coaching Leaders to Turn Empathy into Action
Compassionate Leadership: Coaching Leaders to Turn Empathy into ActionMRG (Management Research Group)
Compassionate leaders go beyond empathy; they act on their desire to help others. In doing so, they increase their own well-being and the well-being of those with whom they work, creating a ripple effect that can be transformative for an entire organization.
Given these broad benefits, anyone who wants to make an impact on an individual or organization should be asking the question: how do we transform every leader into a compassionate leader?Leading people better during 2012 January 2012
The document provides an overview of topics related to leading people better during 2012 as presented by Toronto Training and HR. It includes definitions of leadership, the roles of a leader, emotional intelligence, servant leadership, ways to manage risk, problem solving models, preparing a business for sale, and assessing team dysfunction. It also discusses impacts on leader effectiveness, advancing leadership, leadership development questions, and factors to deliver sustainable high performance. The document contains advice, models, and questions to help improve leadership skills and organizational performance.
Career choice and decision making
Analytics is important to understand & appreciate the career pathing choices made by various employees. This will also aid in better sculpting and engagement choices organizations can make
MBA MCO101 Unit 8 A Lecture 9 200806 Xx
The document discusses concepts related to motivation, leadership, groups, and teams. It covers topics like leadership theories including Fiedler's contingency theory, path-goal theory, and situational leadership theory. It also discusses the differences between leaders and managers, leadership traits and behaviors, decision making theories, and types of charismatic leadership.
MBA MCO101 Unit 8 A Lecture 9 200806 Xx
The document discusses concepts related to motivation, leadership, groups, and teams. It covers topics like leadership theories including Fiedler's contingency theory, path-goal theory, and situational leadership theory. It also discusses the differences between leaders and managers, leadership traits and behaviors, decision making theories, and types of charismatic leadership.
360 Feedback Orientation Template
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
Key ingredients for organizational excellence
The document discusses various models and frameworks for achieving organizational excellence. It emphasizes that organizational excellence is about people within a system being extremely good at achieving their purpose. It highlights key ingredients as leadership, systems thinking, people development and engagement, process excellence, knowledge management, change management, communication, team building, and project management. Leadership is identified as particularly important for setting the tone and defining the vision and strategy to guide the organization.
Please attach your SWOT AnalysisA SWOT (Strengths, Weaknesses, O.docx
Please attach your SWOT Analysis
A SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis is a strategic planning tool that can help a business to boost profits and productivity by understanding its competencies (strengths and weaknesses) as well as the competition. For this assignment, you must select one (1) of following;
Cheesecake Factory (
http://www.thecheesecakefactory.com/Links to an external site. ),
Starbucks (
https://www.starbucks.com)Links to an external site. or
Chipotle Mexican Grill (
http://www.chipotle.com/en-US/Default.aspx?type=defaultLinks to an external site. ),
Amazon (
https://www.amazon.com/)Links to an external site.and (
https://www.wholefoodsmarket.com/) Links to an external site.determine its competitive advantage. Be sure to identify the business you have chosen in your written paper.
Write a three (3) page paper in which you:
1. Identify one major competitor for your selected business and justify your explanation.
2. Explain the strengths and weaknesses and justify your explanation.
3. Identify one (1) way in which the business can utilize its strengths and minimize its weaknesses to be competitive. Explain why you believe this would be effective.
Your assignment must follow these formatting requirements:
·
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format.
·
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page
are not included in the required assignment page length.
See the attached videos for examples.
https://youtu.be/I_6AVRGLXGA
https://youtu.be/Ath_K1OuPzw
https://youtu.be/JXXHqM6RzZQ
BUSI 1301 Rubric
BUSI 1301 Rubric
Criteria
Ratings
Pts
This criterion is linked to a Learning Outcome/Organization: overall
50 pts
Well-planned and well-thought out. Includes title, introduction, statement of main idea, transitions and conclusion.
36 pts
Good overall organization, includes the main organizational tools.
24 pts
There is a sense of organization, although some of the organizational tools are used weakly or missing
0 pts
No sense of organization. Information is missing.
50 pts
This criterion is linked to a Learning Outcome/Organizations: paragraph
50 pts
All paragraphs have clear ideas, are supported with examples and have smooth transitions.
36 pts
Most paragraphs have clear ideas, are supported with some examples and have transitions.
24 pts
Some paragraphs have clear ideas, support from examples may be missing and transitions are weak.
0 pts
Paragraphs lack clear ideas.
50 pts
This criterion is linked to a Learning Outcome/Content
50 pts
Exceptionally well-presented and argued; ideas are detailed, wel.
Lecture1 Self Leadership.pptx
This document provides an overview of a leadership course. It includes sections on self-leadership, interactive exercises, and course logistics.
The document begins with introductions to course sections and an overview of the course agenda, which includes an intro discussion, an activity on pandemic leadership, self-leadership science, and next steps. It then covers topics like the importance of authenticity and transparency in leadership. Data is presented showing that leadership matters for team and organizational outcomes.
The document concludes with details on course assessments, learning groups, and an interactive exercise analyzing leadership during the pandemic. Students are asked to consider challenges leaders faced and how they could better support leaders and develop their own leadership skills.
Disc Workshop 2 for Teambuild
This document summarizes a workshop about personality types using the DiSC model. It discusses the four DiSC styles (Dominance, Influence, Steadiness, Conscientiousness), their characteristics, strengths and limitations. The workshop focuses on reviewing DISC reports, understanding different personality types, and strategizing how to engage effectively with each type. Participants discuss their own DiSC styles and complete exercises engaging with different personality types. The goal is to help people recognize strengths, minimize limitations, and work better together as teams by understanding personality types.
Contigency Theory for School ppt.ppt
For years after the genocide, Rwanda was held up as a paradigm of conflict resolution and reconciliation, and of a country that rebuilt itself socially and economically. The international community regarded the president as democratic and motivated by good, but he would not remain so for long. That vision of an ideal model of post-conflict resolution has been sullied as Rwanda slides further into dictatorship. It’s a signal to other nations that a post-conflict society is rife with opportunity to seize and retain power without consequence.
Immediately following the genocide, Kagame served as vice president and minister of defense. In 2000, after then President Pasteur Bizimungu’s abrupt resignation, Kagame went from de facto leader to president. Over the years, Kagame has slowly transformed into an authoritarian leader. This was put on full display in 2015, when the country’s parliament voted to change term limit laws specifically for Kagame. He alone now has the opportunity to remain in power until 2034. It’s a hallmark of a leader effectively awarding himself the ability to stay in power indefinitely.
He claimed to have received 98 percent of the vote in the 2017 presidential elections. But those figures are suspect at best. The U.S., United Nations, Human Rights Watch and others condemned the election for being a fraudulent one that suppressed free speech and silenced political opponents.
The election marked a turning point for Kagame. The previously slow slide into dictatorship took a sharp turn for the worse. The next month, Kagame ordered the closure of more than 700 churches. This is just one example of Kagame’s brand of authoritarianism and dictatorial style – consolidating power by putting practices in place that seems moderate to his supporters.
The churches, nearly all Pentecostal, were shut down under the auspices of safety. The churches are often run out of private homes and are crowded and shoddily built. Neighbors complain of noise pollution from the churches that are often run by charismatic leaders who claim to be able to carry out miracles. It’s easy to see how Kagame’s government could convincingly make the case to the public for the closures – charismatic religious leaders can easily become financially exploitative figures that can divide, rather than unite, communities.
And yet, the move is also a clear restriction on religious freedom. The crackdown gives the government the opportunity to silence potential critics and minimize the effects of community leaders throughout the country.
It was the same in 2017, when Kagame swept through the presidential election with overwhelming support. He had found a way to stay in power for up to 40 years by embracing parliament’s move to suspend his presidential term limits, which has seemingly given Kagame the confidence to take his authoritarianism public in more brazen and unapologetic ways. The western international community was quick to condemn the elections, but after long years of
Decision making
This document discusses decision making as the core function of managers. It defines decision making as selecting a course of action from alternatives. The decision making process involves identifying problems, criteria, alternatives, analyzing alternatives, selecting an alternative, implementing it, and evaluating the outcome. Common decision making models like rational, bounded rational, and intuition are described. The document also discusses different decision styles, group versus individual decisions, and factors to consider for each. Overall it provides an overview of key concepts in managerial decision making.
MyEverythingDiSC
Kari receives access to MyEverythingDiSC after completing an Everything DiSC assessment. She explores the various features, including comparing her DiSC style to teammates, creating a group map of her project team, learning about her own style profile, and setting up her account preferences. The document provides a guided overview of the key capabilities in MyEverythingDiSC for personalized DiSC learning.
20/20 Insight Demonstration
20/20 Insight is a flexible and economical 360-degree feedback tool that can be used for individuals, teams, and organizations. It has a large library of survey items and templates that are easy to customize. The dashboard allows for intuitive project setup, survey distribution, and generation of multiple levels of reports. Technical support is also provided to help users get the most out of the system.
More Related Content
Similar to 363 Orientation
363 New Product Introduction
- Everything DiSC 363 for Leaders is a new 360-degree feedback tool that combines 360 feedback with personalized leadership strategies based on DiSC styles.
- It aims to address issues with traditional 360 tools by removing anonymity, making the feedback easier to understand, and providing clear next steps.
- The tool assesses leaders on 8 approaches to leadership and provides a profile, feedback report, and 3 personalized strategies for each leader based on DiSC and rater feedback.
Chapter 7 leadership1
This document discusses leadership and different leadership styles. It begins by defining leadership as influencing and supporting others to work enthusiastically toward achieving objectives. It then discusses:
1. The differences between managers and leaders. Managers direct work while leaders inspire others through vision.
2. Traits of effective leaders such as honesty, drive and skills in technical, human and conceptual areas.
3. Behavioral styles including positive, negative, autocratic, consultative and participative.
4. Contingency models for selecting a leadership style based on the situation, including Fiedler's model of leader-member relations, task structure and power, and Blanchard's model of employee development level.
Imagine that you are attending a leadership meeting and you are as.docx
Imagine that you are attending a leadership meeting and you are asked to compose a vision statement that represents your ideal future for an organization you represent. Be creative in drafting your vision statement. The organization could be the business you hope to start someday, the company you hope to work for someday, or a nonprofit organization you would like to be involved with. The options are limitless. Share your vision statement with your classmates if you would like to receive feedback from your peers. In your leadership meeting, each of your colleagues exhibits a different leadership style. The first colleague exhibits the traits of a situational leader; the second, the traits of a contingency leader; and the third, the traits of a path-goal leader.
Consider the following questions:
· Which of these three theories of leadership aligns the most with your vision statement? Or is your leadership vision a combination of multiple theories we have reviewed so far in this class?
· Discuss inspiring a shared vision among various leadership styles. How do you create a vision that is appealing to many different types of leaders?
OL 328 Milestone One Rubric
In Module One, you reviewed the Five Practices of Exemplary Leadership as presented in your textbook. In Modules Two and Three, you spent time becoming
more familiar with the first two practices: Model the Way and Inspire a Shared Vision. Think about your leadership skills. Specifically, think about the areas of
improvement you listed in your leadership development action plan in Module One. Using the information in your leadership development action plan, address
the following:
Identify the three leadership areas you selected in Module One and analyze how the Model the Way and Inspire a Shared Vision practices will improve
the leadership areas you selected.
Select one leadership theory or approach you reviewed in Modules Two and Three and analyze how it will help you with the three leadership areas you
selected.
Guidelines for Submission: Submit assignment as a Word document with double spacing, 12-point Times New Roman font, and one-inch margins.
Critical Elements Proficient (100%) Needs Improvement (70%) Not Evident (0%) Value
Leadership Areas of
Improvement: Model the
Way and Inspire a Shared
Vision
Identifies the three leadership areas of
improvement and analyzes how the
Model the Way and Inspire a Shared
Vision practices can improve the
leadership areas, with real-world
examples as support
Identifies the three leadership areas of
improvement and analyzes how the
Model the Way and Inspire a Shared
Vision practices can improve the
leadership areas, but the connection is
vague or support does not include real-
world examples
Does not identify the three leadership
areas of improvement or analyze how the
Model the Way and Inspire a Shared
Vision practices can improve the
leadership areas
35
Leadership Theory or
Approach Appl ...
MRG Virtual Summit Session 2 - Solutions, Service and Knowledge
At MRG, our goal isn’t to be a provider – it’s to be a partner. Learn about the many ways we can support you in meeting the unique needs of your practice.
We will share:
Brand new ways we can help you position MRG tools competitively against other assessments
The Knowledge Base, our new, searchable treasure trove of research, marketing material, and more
How custom reports can be used for more powerful, personal engagements
Derailers
When a once-promising leader starts to become ineffective in their role, the impact goes well beyond the leader themselves. A seriously ineffectual leader, left unchecked, can be toxic for a team, or even the organization as a whole. That’s why it’s so critical to be able to spot the signs of a leader at risk for derailment, so you can start coaching for course correction (or in extreme cases, make plans for an exit).
How can you spot the warning signs early, before productivity and morale start to suffer?
Unit iv Directing & Controlling
The control process involves 3 steps: 1) measuring actual performance, 2) comparing it to standards, and 3) taking corrective action for any deviations. The goal is to ensure activities lead to goal
Chapter 04
The document discusses leadership behavior, attitudes, styles, and effectiveness. It begins by outlining the objectives of explaining key leadership dimensions, behaviors, attitudes, styles, and selecting the most appropriate style. It then covers classic dimensions of initiating structure and consideration behaviors. It describes task-related and relationship-oriented leadership attitudes and behaviors. 360-degree feedback is explained as a tool for leaders to improve. Participative, autocratic, entrepreneurial, and Leadership Grid styles are outlined. Research on gender differences in styles is discussed, noting that effectiveness is perceived the same between men and women. The conclusion emphasizes selecting leadership styles based on diagnosing the situation.
Surveys that work: using questionnaires to gather useful data, November 2010
This presentation to the 22nd Australasian Computer-Human Interaction Conference, OZCHI 2010, compares survey processes and looks at some of the detail of designing surveys – including how to avoid survey error.
Compassionate Leadership: Coaching Leaders to Turn Empathy into Action
Compassionate Leadership: Coaching Leaders to Turn Empathy into ActionMRG (Management Research Group)
Compassionate leaders go beyond empathy; they act on their desire to help others. In doing so, they increase their own well-being and the well-being of those with whom they work, creating a ripple effect that can be transformative for an entire organization.
Given these broad benefits, anyone who wants to make an impact on an individual or organization should be asking the question: how do we transform every leader into a compassionate leader?Leading people better during 2012 January 2012
The document provides an overview of topics related to leading people better during 2012 as presented by Toronto Training and HR. It includes definitions of leadership, the roles of a leader, emotional intelligence, servant leadership, ways to manage risk, problem solving models, preparing a business for sale, and assessing team dysfunction. It also discusses impacts on leader effectiveness, advancing leadership, leadership development questions, and factors to deliver sustainable high performance. The document contains advice, models, and questions to help improve leadership skills and organizational performance.
Career choice and decision making
Analytics is important to understand & appreciate the career pathing choices made by various employees. This will also aid in better sculpting and engagement choices organizations can make
MBA MCO101 Unit 8 A Lecture 9 200806 Xx
The document discusses concepts related to motivation, leadership, groups, and teams. It covers topics like leadership theories including Fiedler's contingency theory, path-goal theory, and situational leadership theory. It also discusses the differences between leaders and managers, leadership traits and behaviors, decision making theories, and types of charismatic leadership.
MBA MCO101 Unit 8 A Lecture 9 200806 Xx
The document discusses concepts related to motivation, leadership, groups, and teams. It covers topics like leadership theories including Fiedler's contingency theory, path-goal theory, and situational leadership theory. It also discusses the differences between leaders and managers, leadership traits and behaviors, decision making theories, and types of charismatic leadership.
360 Feedback Orientation Template
We, at The TEAM Approach, provide this template to clients using 20/20Insight as a 360 feedback tool. It is personalized each time with screen shots showing the actual scales, etc. used in the client project.
Key ingredients for organizational excellence
The document discusses various models and frameworks for achieving organizational excellence. It emphasizes that organizational excellence is about people within a system being extremely good at achieving their purpose. It highlights key ingredients as leadership, systems thinking, people development and engagement, process excellence, knowledge management, change management, communication, team building, and project management. Leadership is identified as particularly important for setting the tone and defining the vision and strategy to guide the organization.
Please attach your SWOT AnalysisA SWOT (Strengths, Weaknesses, O.docx
Please attach your SWOT Analysis
A SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis is a strategic planning tool that can help a business to boost profits and productivity by understanding its competencies (strengths and weaknesses) as well as the competition. For this assignment, you must select one (1) of following;
Cheesecake Factory (
http://www.thecheesecakefactory.com/Links to an external site. ),
Starbucks (
https://www.starbucks.com)Links to an external site. or
Chipotle Mexican Grill (
http://www.chipotle.com/en-US/Default.aspx?type=defaultLinks to an external site. ),
Amazon (
https://www.amazon.com/)Links to an external site.and (
https://www.wholefoodsmarket.com/) Links to an external site.determine its competitive advantage. Be sure to identify the business you have chosen in your written paper.
Write a three (3) page paper in which you:
1. Identify one major competitor for your selected business and justify your explanation.
2. Explain the strengths and weaknesses and justify your explanation.
3. Identify one (1) way in which the business can utilize its strengths and minimize its weaknesses to be competitive. Explain why you believe this would be effective.
Your assignment must follow these formatting requirements:
·
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format.
·
Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page
are not included in the required assignment page length.
See the attached videos for examples.
https://youtu.be/I_6AVRGLXGA
https://youtu.be/Ath_K1OuPzw
https://youtu.be/JXXHqM6RzZQ
BUSI 1301 Rubric
BUSI 1301 Rubric
Criteria
Ratings
Pts
This criterion is linked to a Learning Outcome/Organization: overall
50 pts
Well-planned and well-thought out. Includes title, introduction, statement of main idea, transitions and conclusion.
36 pts
Good overall organization, includes the main organizational tools.
24 pts
There is a sense of organization, although some of the organizational tools are used weakly or missing
0 pts
No sense of organization. Information is missing.
50 pts
This criterion is linked to a Learning Outcome/Organizations: paragraph
50 pts
All paragraphs have clear ideas, are supported with examples and have smooth transitions.
36 pts
Most paragraphs have clear ideas, are supported with some examples and have transitions.
24 pts
Some paragraphs have clear ideas, support from examples may be missing and transitions are weak.
0 pts
Paragraphs lack clear ideas.
50 pts
This criterion is linked to a Learning Outcome/Content
50 pts
Exceptionally well-presented and argued; ideas are detailed, wel.
Lecture1 Self Leadership.pptx
This document provides an overview of a leadership course. It includes sections on self-leadership, interactive exercises, and course logistics.
The document begins with introductions to course sections and an overview of the course agenda, which includes an intro discussion, an activity on pandemic leadership, self-leadership science, and next steps. It then covers topics like the importance of authenticity and transparency in leadership. Data is presented showing that leadership matters for team and organizational outcomes.
The document concludes with details on course assessments, learning groups, and an interactive exercise analyzing leadership during the pandemic. Students are asked to consider challenges leaders faced and how they could better support leaders and develop their own leadership skills.
Disc Workshop 2 for Teambuild
This document summarizes a workshop about personality types using the DiSC model. It discusses the four DiSC styles (Dominance, Influence, Steadiness, Conscientiousness), their characteristics, strengths and limitations. The workshop focuses on reviewing DISC reports, understanding different personality types, and strategizing how to engage effectively with each type. Participants discuss their own DiSC styles and complete exercises engaging with different personality types. The goal is to help people recognize strengths, minimize limitations, and work better together as teams by understanding personality types.
Contigency Theory for School ppt.ppt
For years after the genocide, Rwanda was held up as a paradigm of conflict resolution and reconciliation, and of a country that rebuilt itself socially and economically. The international community regarded the president as democratic and motivated by good, but he would not remain so for long. That vision of an ideal model of post-conflict resolution has been sullied as Rwanda slides further into dictatorship. It’s a signal to other nations that a post-conflict society is rife with opportunity to seize and retain power without consequence.
Immediately following the genocide, Kagame served as vice president and minister of defense. In 2000, after then President Pasteur Bizimungu’s abrupt resignation, Kagame went from de facto leader to president. Over the years, Kagame has slowly transformed into an authoritarian leader. This was put on full display in 2015, when the country’s parliament voted to change term limit laws specifically for Kagame. He alone now has the opportunity to remain in power until 2034. It’s a hallmark of a leader effectively awarding himself the ability to stay in power indefinitely.
He claimed to have received 98 percent of the vote in the 2017 presidential elections. But those figures are suspect at best. The U.S., United Nations, Human Rights Watch and others condemned the election for being a fraudulent one that suppressed free speech and silenced political opponents.
The election marked a turning point for Kagame. The previously slow slide into dictatorship took a sharp turn for the worse. The next month, Kagame ordered the closure of more than 700 churches. This is just one example of Kagame’s brand of authoritarianism and dictatorial style – consolidating power by putting practices in place that seems moderate to his supporters.
The churches, nearly all Pentecostal, were shut down under the auspices of safety. The churches are often run out of private homes and are crowded and shoddily built. Neighbors complain of noise pollution from the churches that are often run by charismatic leaders who claim to be able to carry out miracles. It’s easy to see how Kagame’s government could convincingly make the case to the public for the closures – charismatic religious leaders can easily become financially exploitative figures that can divide, rather than unite, communities.
And yet, the move is also a clear restriction on religious freedom. The crackdown gives the government the opportunity to silence potential critics and minimize the effects of community leaders throughout the country.
It was the same in 2017, when Kagame swept through the presidential election with overwhelming support. He had found a way to stay in power for up to 40 years by embracing parliament’s move to suspend his presidential term limits, which has seemingly given Kagame the confidence to take his authoritarianism public in more brazen and unapologetic ways. The western international community was quick to condemn the elections, but after long years of
Decision making
This document discusses decision making as the core function of managers. It defines decision making as selecting a course of action from alternatives. The decision making process involves identifying problems, criteria, alternatives, analyzing alternatives, selecting an alternative, implementing it, and evaluating the outcome. Common decision making models like rational, bounded rational, and intuition are described. The document also discusses different decision styles, group versus individual decisions, and factors to consider for each. Overall it provides an overview of key concepts in managerial decision making.
Similar to 363 Orientation (20)
Imagine that you are attending a leadership meeting and you are as.docx
Imagine that you are attending a leadership meeting and you are as.docx
MRG Virtual Summit Session 2 - Solutions, Service and Knowledge
MRG Virtual Summit Session 2 - Solutions, Service and Knowledge
Surveys that work: using questionnaires to gather useful data, November 2010
Surveys that work: using questionnaires to gather useful data, November 2010
Compassionate Leadership: Coaching Leaders to Turn Empathy into Action
Compassionate Leadership: Coaching Leaders to Turn Empathy into Action
Please attach your SWOT AnalysisA SWOT (Strengths, Weaknesses, O.docx
Please attach your SWOT AnalysisA SWOT (Strengths, Weaknesses, O.docx
More from Rick Stamm
MyEverythingDiSC
Kari receives access to MyEverythingDiSC after completing an Everything DiSC assessment. She explores the various features, including comparing her DiSC style to teammates, creating a group map of her project team, learning about her own style profile, and setting up her account preferences. The document provides a guided overview of the key capabilities in MyEverythingDiSC for personalized DiSC learning.
20/20 Insight Demonstration
20/20 Insight is a flexible and economical 360-degree feedback tool that can be used for individuals, teams, and organizations. It has a large library of survey items and templates that are easy to customize. The dashboard allows for intuitive project setup, survey distribution, and generation of multiple levels of reports. Technical support is also provided to help users get the most out of the system.
Evolution of DiSC
The DiSC model of behavior is one of the most popular in the workplace today. The TEAM Approach has been a part of the evolution of this product for the past 30 years and continues to help in-house practitioners take this tool from the classroom to day-to-day application. In this brief overview you will see how this product has evolved from Marston's 1920 theory to today's powerful relationship tool.
MyEverythingDiSC.com
MyEverythingDiSC.com allows users to gain insights about their DiSC style and compare styles with others. Kari receives access after taking a DiSC assessment and creates an account. She explores her DiSC style and map, views her full profile report, and sets her account preferences. Kari then creates customer and team maps to compare her style with others, view tips, and better understand how to work with different styles. The platform provides ongoing DiSC learning through various tools and can be accessed anywhere through mobile devices.
Facilitating Online - 5 Easy Pieces
This deck was developed for a webinar for Vital Learning Corporation as we began to move into the world of virtual facilitation - 2005. Reviewing it now I seems like many of the concepts still hold true.
Creative Problem Solving
This is a presentation we have often used in teambuilding programs to help unlock the creative talent of team members. There are notes for the slides to explain what is going on.
Conflict magic
The correlation between the Thomas-Kilmann conflict model and DiSC is strong. We use this presentation with a DiSC profile to help teams manage conflict effectively.
360 Feedback Briefing for Subjects
Presentation used to prepare subjects of a 360 feedback project to review their reports. Based on 20/20Insight software.
Are you a professional
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive function. Exercise causes chemical changes in the brain that may help protect against mental illness and improve symptoms.
Marshmallow Challenge
I found this teambuilding activity on TED http://www.ted.com/talks/tom_wujec_build_a_tower.html and gave it a try. This is the slide deck I used to conduct the activity.
Cafe Draft
This document promotes a community of practice called the Team Leader Café that aims to help leaders grow professionally. The café offers connections, networking, problem solving, feedback and learning opportunities. Leaders can gain new ideas and insights from guest experts on topics relevant to their success and their organizations' success. The café also provides development tools like feedback filters, individual development planning, and additional services like coaching and training to help leaders refine their skills.
Mysteries of Motivation
A simple presentation on internal motivation using the DiSC Model of Behavior. All motivation is Self-Motivation. So, the best you can do is create an environment in which people can be self-motivated.
Priorities
A presentation on developing goals and priorities. Used in a workshop at Penn State Harrisburg for college students. Prepared and delivered by Dr. John David Bowman of The TEAM Approach
Become a Team of Choice
Becoming a Team of Choice is more important than ever in a tight talent market. Here is a process to consider.
Train to Ingrain Presentation
The survey results show that the company needs improvement in developing leaders and supporting employee development. Less than half of employees feel the company identifies and develops high performers (46%) or has processes to ensure future leaders (36%). Even fewer agree that supervisors have the skills to support direct reports' development (29%) or effectively resolve workplace conflicts (43%). Only 38% feel supervisors communicate expectations well. The document discusses challenges with transferring training to on-the-job performance. There is often a lack of accountability and follow-up after training. Long-term behavior change requires ongoing reinforcement through activities like follow-up discussions, support groups, and feedback from managers.
More from Rick Stamm (16)
Recently uploaded
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...❼❷⓿❺❻❷❽❷❼❽ Dpboss Kalyan Satta Matka Guessing Matka Result Main Bazar chart
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Final ank Satta Matka Dpbos Final ank Satta Matta Matka 143 Kalyan Matka Guessing Final Matka Final ank Today Matka 420 Satta Batta Satta 143 Kalyan Chart Main Bazar Chart vip Matka Guessing Dpboss 143 Guessing Kalyan night Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
9356872877Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambar.Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Profiles of Iconic Fashion Personalities.pdf
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf
How to Start Up a Company: A Step-by-Step Guide Starting a company is an exciting adventure that combines creativity, strategy, and hard work. It can seem overwhelming at first, but with the right guidance, anyone can transform a great idea into a successful business. Let's dive into how to start up a company, from the initial spark of an idea to securing funding and launching your startup.
Introduction
Have you ever dreamed of turning your innovative idea into a thriving business? Starting a company involves numerous steps and decisions, but don't worry—we're here to help. Whether you're exploring how to start a startup company or wondering how to start up a small business, this guide will walk you through the process, step by step.
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
On episode 272 of the Digital and Social Media Sports Podcast, Neil chatted with Brian Fitzsimmons, Director of Licensing and Business Development for Barstool Sports.
What follows is a collection of snippets from the podcast. To hear the full interview and more, check out the podcast on all podcast platforms and at www.dsmsports.net
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
The latest Heat Pump Manual from Newentide
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Income Tax exemption for Start up : Section 80 IAC
A presentation on the concept of Exemption of Profits of Start ups from Income Tax
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka Indian satta Matka Dpboss Matka Kalyan Chart Matka Boss otg matka Guessing Satta Best practices for project execution and delivery
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambarHamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Schedule Unveiled
Recently uploaded (20)
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
Registered-Establishment-List-in-Uttarakhand-pdf.pdf
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
❼❷⓿❺❻❷❽❷❼❽ Dpboss Matka Result Satta Matka Guessing Satta Fix jodi Kalyan Fin...
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf
HOW TO START UP A COMPANY A STEP-BY-STEP GUIDE.pdf
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Brian Fitzsimmons on the Business Strategy and Content Flywheel of Barstool S...
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Best Competitive Marble Pricing in Dubai - ☎ 9928909666
Income Tax exemption for Start up : Section 80 IAC
Income Tax exemption for Start up : Section 80 IAC
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Taste
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Dpboss Matka Guessing Satta Matta Matka Kalyan panel Chart Indian Matka Dpbos...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
363 Orientation
- 1. Welcome Everyone! Rick and Susan Stamm
- 2. Memorable 360 Rollouts Negative view of 360 assessments?
- 3. A different 360 experience Intimidating Anonymously slam A huge data dump Little or no context Rarely actionable
- 4. Clear process to take action 3 Strategies…just 3
- 5. Taking the sting out of 360 “Who said that”? CommentSmart™ …to the Rescue! The #1 reaction to 360 assessments….
- 6. Easy to understand and use:
- 8. Coaching and Self Development Expected /unexpected strengths and challenges Leadership requests ranking Ties your feedback to DiSC
- 9. The Model 8 Approaches 3 Practices each Approach DiSC® “behind the scenes”
- 10. To be a successful leader All 8 contribute to success Need some level of competency in each Leaders are most likely to have strengths in areas that reflect their own styles Understanding yourself is first step
- 11. Leader Experience An access code is sent to the Leader – Part 1: DiSC® assessment About 10- 12 minutes to complete
- 12. Leader Experience Part 2: Leadership Behaviors – 72 Behaviors – Rate how often you (Leader) do this – 7-point scale
- 13. Part two
- 14. Unlimited Raters Manager Direct reports Peers Other
- 15. Rater Experience Part 1: Leadership Behaviors – 72 Behaviors (same items as Leader) • Rate how often the Leader does this • 7-point scale Part 2: Leadership Requests – 24 behaviors, Do you want to see more/less of this from the Leader? • Yes, a lot more • Yes, a little more • No
- 18. Process • Orientation for subjects (today) • Select raters/ invite- notify personally • Administration of assessment • Collect the data • Coaching sessions
- 19. The Report
- 20. The Report 22+ pages all about the leader Research-validated model Comprehensive listing of rater comments Three strategies for improving effectiveness
- 21. Your leadership outlook This page is based on the DiSC® questions, answered by the Leader
- 22. How Your Raters See You Closer you are to the edge of the circle, the more often you exhibit that Behavioral Approach Hash marks are at different intervals (from center to perimeter) to help us see variability at the mid- and upper- range
- 23. Self vs. Raters The dotted-line shape is a reflection of the Leader’s responses to the 72 Leadership Behavior items Helps Leader see gaps between Self and Raters
- 24. Detailed Feedback 8 Approaches (1 per page) 3 Practices for each Approach Compare self-perception to others See level of agreement amongst raters See which group rated you highest Graph illustrates mean for each group Gray bar represents range Minimum of 3 raters to have range included Up to 3 Comment-Smart comments selected by Raters Additional comments in Appendix
- 25. The Leader’s Strengths The Strengths are determined by the Raters
- 26. 3 Personalized Strategies 3 Strategies your raters said they want you to do more of (weighted) The Apply tips are written from the Leader’s DiSC® style
- 27. Data Summary Allows you to see specific items for each Approach / Practice 72 Leadership Behaviors 24 Practices 8 Approaches % of people who want to see more of each behavior (not weighted)
- 28. Comments for Leader Raters can select more than 1 comment in each Comment-Smart group; number of pages determined by number of Comment-Smart comments selected.
- 29. The Process & Timeline 1. Orientation 1. Select Raters – September 23 3. Assessment Launch – September 26 3. Coaching – October, December, February
- 31. 8 Dimensions of Leadership Book Personalized Book Map Podcast http://www.bookendsbookclub.net