10 Questions to Determine if you Have a Results-Driven Leadership Program

A leadership program should be an asset for any organization to enroll their people in to drive growth. Too many of these programs are simply motivational speaking exercises without providing any clear direction on what the attendee should do when they walk out the door. A well-designed leadership program should motivate the attendees to become better leaders and provide them with the tools to implement a personalized leadership strategy. Once this is done, the organization should be able to measure quantifiable results from their investment.

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Managing Situational Influences for Maximum Leadership Effectiveness

Situational awareness and adaptability are the keys to effective leadership. It involves recognizing and adapting to the various influences present in any leadership encounter. Situational awareness or instinct is not something most leaders are born with but is something that evolves over time as the Leader increases in experience.

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The One Thing EVERY Leader Needs to Be!

In the 1991 movie City Slickers, Billy Crystal plays Mitch, a man going through a midlife crisis who joins two of his friends on a cattle drive in the southwest. While on the drive, Mitch asks Curly, in Jack Palance’s Academy Award winning performance as the cowhand, “Do you know what the secret of life is?” Curly holds up one finger and tells him, “One thing. Just one thing. You stick to that and the rest don’t mean s@#t.” When Mitch ask him what the one thing is, Curly tells him, “That’s what you have to find out.”

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Leadership Impact Assessment Results – Supervisors & Managers

This is the last in the series of data analysis from our Leadership Impact Assessment (LIA) data. This analysis is for Supervisors (11% of the population) and Managers (45% of the population). You can read the LIA overview and see all of the results at MeasuringLeadership.com. We cannot stress enough the importance of including some measure of accountability in your organization’s leadership training. Without a plan for an empirical, quantifiable and repeatable tool for measurement, an organization cannot track leadership progress or determine if the program is yielding an adequate return on investment.

“Without data you’re just another person with an opinion.”
– W. Edwards Deming, Data Scientist

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Leadership Impact Assessment Results – Vice Presidents

Recently, we began releasing analysis from our Leadership Impact Assessment results. In the last newsletter, we analyzed results for the C-Level executives in the data. It’s important to measure the outcomes from leadership training, but most organizations don’t incorporate it for one reason or another. Without any way of measurement, the individual and/or organization can’t empirically know what needs to be improved.

“Without data you’re just another person with an opinion.”
– W. Edwards Deming, Data Scientist

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Measuring Leadership: A Case Study

In an ongoing leadership development training program, we conducted 3 cohorts of the Elite Leadership Training (ELT) program at a hospital in Chicago. The second cohort included leaders who reported directly or indirectly to the organization’s C-Level and other top executives to the leaders, who participated in the first cohort. The second cohort was the largest and the one which yielded the most data to analyze, which is the subject of this case study.

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