Measurement tool strongly related to business results. We wanted to create a dialogue-tool that is: Easy to understand Easy to use for effective dialogue Easy to convert into action To ensure optimal working conditions for direct reports. To create effective leadership and followership.

1. MANAGEMENT & LEADERSHIP SERIES
Anritsu is working worldwide in network telecommunication
Anritsu, Japan
LeadershipEquityAssessment™
What is Leadership Equity Assessment™
?
Leadership Equity Assessment™
forms a precise basis point for a result and
task driven leadership and organizational development process, where the
development of the managers’ skills in handling 13 specific leadership tasks
is in focus.
Leadership Equity Assessment™
is based on extensive research. This research
shows that managers who create excellent long term business results excel in
the 13 LEA leadership competencies, compared to average managers. The 13
leadership tasks all relate to the manager’s active role in being responsible for
employees’ productive working conditions.
Leadership Equity Assessment™
analyses and measures the individual
manager, his/her team, as well as and the organization’s performance on these
13 key skills – as a whole, department by department, manager by manager,
and team by team.
Unique Value Propositions for Trainers and Managers
• CERTIFICATION.
Experienced trainers and managers can complete LEA certification in two
days.
• GLOBAL REACH.
Online capability allows for data collection from any where in the world
via the internet.
• WINNING PRESENTATIONS.
All reports are delivered electronically and in user friendly layout and
available in multiple languages.
Anritsu was facing increasing competition in the European market, and was
struggling with the speed of implementation in several client projects.
Anritsu SA surveyed all their European employees using Leadership Equity
AssessmentTM
to better understand the need for focus and implementation. Based
on the LEA results, Anritsu decided to carry out the organizational development
process to enhance specific LEA and business results.
Over a 2 year period, the LEA Index score raised from an average baseline score
of 46 to a score of 56 - an increase of 22%. The organizational development
process was carried out and had a significant impact on both client project
implementations along with increased profitability.
CASE STUDY
u SITUATION
u COURSE OF ACTION
u RESULTS
LEA Competitive Benefits for Managers at All Levels and
Top Management
• PERFORMANCE LINKED. The LEA tool is based on thorough research
linking LEA results directly with business results.
• ACTIONABLE. Emphasis is on acquiring immediate usable insight to
optimize the leadership efficiency.
• SIMPLICITY. The tool is based on only 13 statements, and results are
easily accessed in a personal manager report.
• ORGANIZATIONAL OVERVIEW. All managers in the organization will
be performance evaluated and compared.
• CREATING FOCUS... by repeating the survey 4 times over a period of
approximately 12-24 months.
• POSITIVE DEVELOPMENT PRESSURE. Through departmental and
organizational action plans.
• GOAL ORIENTED DOCUMENTATION. Reports and guides give complete
feedback and information using graphs, charts, and scores.
Credentials
The Leadership Equity AssessmentTM
is based on extensive research and publications.
All authors’ work are validated in numerous cultures.
Jakob K. Eskildsen, Daniel H. Pink, Otto Scharmer, Marcus Buckingham, Edgar H.
Schein, Jack Welch, Bernard Lievegoed, Donald O. Clifton,
Daniel Goleman, John P. Kotter, Lev S. Vygotsky, Carl Rogers, and others.
Leadership
Equity Assessment™
out-performs
satisfaction
surveys

2. MANAGEMENT & LEADERSHIP SERIES |
Corporations that have benefited from Persona GLOBAL®
Programs
include:
• BMW
• Mitsubishi
• Disney
• Coca-Cola
• Hitachi
• Applied Materials
• Dell Computer
• IBM
• Alcatel
• Motorola
• British Airways
• Japan Airlines
• Credit Suisse
• American Express
• SONY Music Entertainment
For more information about Persona GLOBAL®
, Inc.’s metrics and methodologies, please contact info@personaglobal.com
or visit www.personaglobal.com
© 2005 Persona GLOBAL®
is a trademark of Persona GLOBAL®
, Inc. in the United States and other countries. All other products mentioned are trademark or registered of their respective owners.
ABOUT Persona GLOBAL®
Persona GLOBAL®
is a worldwide provider of assessment tools and methodologies for corporations facing
challenges in change leadership, communication, organizational alignment, sales, customer service
and management. Persona GLOBAL®
, Inc.’s metrics and methodologies are currently available in 70+
countries; its programs have been translated in up to 38 languages. More than 1,350 certified Persona
GLOBAL®
practitioners around the world serve their clients as strategic business partners.
Leadership Equity Assessment™
ABOUT THE AUTHORS
Mikkel Nüssler began his career as a consultant at a consulting agency developing
measurement/assessment tools to evaluate customer, employee, business and management
performance. He then founded his own analytical consultancy company. In 2005 he started
Leadership Equity together with Bo Lynggaard.
Klaus Falkenberg founded his own consultancy company in 1995 working with training
and development of professionals and managers, with process consultation and large group
intervention as primary tools. In 2008 he became a partner in Leadership Equity.
Bo Lynggaard first served as a junior consultant at an IT company, then advanced to a position
as internal development consultant, working with management training and organizational
development, ending up as HR director and academy manager. In 2004 he joined a Danish
consultancy company, only to start his own a year later, along with the start of Leadership
Equity together with Mikkel Nüssler.
Mikkel Nüssler, Klaus Falkenberg
& Bo Lynggaard
Authors of Leadership Equity Assessment™
FoundationDriveDevelopmentRelations
0 10 20 30 40 50 60 70 80 90
BenchmarkDirect reports
100
1. At work, I make full use of my strengths
and competencies.
2. At work, I get positive feedback and recognition
almost every day.
3. I know exactly what is expected of me in my job.
4. At work, I have the tools and information I need.
5. The influence I have on my daily work motivates me.
6. The work I do is extremely meaningful to me.
7. My job gives me the opportunity to become really
competent at something that interests me.
8. The people at work inspire me to learn and improve.
9. At work, I regularly discuss and review
my development.
10. At work, I have the opportunity to apply
new competencies and skills.
11. The people I work with treat each other with
respect and compassion.
12. The people I work with actively support
the decisions we make.
13. The people I work with can always count
on each other for help.
100
90
80
70
60
50
40
30
20
10
0
0 10 20 30
Direct reports’ assessment
Manager’sselfassessment
40 50 60 70 8090
1398
6 4 12 3 1
711210
5
100
OVERRATED
COMPETENCE
KNOWN
POTENTIAL
UNDERRATED
COMPETENCE
KNOWN
STRENGTH