We have a number of different leadership assessment tools we use in our business and personal sculpting processes. These tools provide us with valuable lead and lag information.
We use three assessments tools on leaders to identify their both their strengths and the factors preventing them from realizing their potential.These assessments are often a first step in helping leaders to identify talent and the factors constraining progress in their companies. They also help us to monitor our progress and judge how successful our work has been. We agree with Peter Drucker who once said, “if you cannot measure it, you cannot manage it.”
After testing the validity and ease-of-use of many different leadership assessment tools, we chose to use the CPA/MCPA/IRIS tools by BIOSS, the DISC Work-Behaviour Style Assessment and the Leadership Circle Profile™. A number of our Sculptors are certified to use these tools.
We are living in an increasingly complex and uncertain world. Everyday we see factors such as globalization, technology, legislation and resource constraints increasing the complexity that companies need to grapple with. As we move further up the organization, we have found that staff need particular hard-wired abilities to manage the complexity in their work. Too much complexity and people feel overwhelmed and make short-sighted decisions; too little complexity and people get frustrated and neglect their jobs. Unfortunately, we have found that our industrial-era educational system has failed to prepare our many of our graduates with the abilities needed to thrive in an increasing complex environment.
The Career Path Appreciation (CPA) tool and its siblings (MCPA and IRIS) were developed by Professor Gillian Stamp, Director of BIOSS International (London). This tool allows a highly-trained practitioner to assess an individual’s current and future capability to understand and manage complexity, as well as the level in the company where they would be able to be most effective and make their most valuable contribution. This tool is based on the Levels of Work concept, which is endorsed by over 650 credible and peer-reviewed research articles and 1,500 other research articles. See list of studies.
This information allows us to help companies to develop organization designs that can succeed in a complex world, and ensure that their staff have the ability to understand and manage the complexity inherent in their jobs.
We are members of the Global Organization Design society, which promotes organization design based upon the levels of complexity or Levels of Work within organizations.
DISC Work Behaviour Assessment:
We frequently find the need to assess how people prefer to work and cope with pressure. We need this information to help companies make sure that they have the right people in the right positions. We also need this information to mentor and coach leaders and their staff to develop a style of working that fits with their job, and to monitor whether our coaching/mentoring has helped us to change someone’s work behaviour. After testing a variety tools, we have chosen to use the DISC Work-Behaviour Assessment, originally designed by William Marston.
The DISC Work-Behavior Assessment is a tool that has stood the test of time. It was originally designed by William Marston in the 1930s, and has continued to evolve and become more refined. Where this tool was originally used by the military to identify potential leaders, its validity and ability to provide fast, simple and useful information has helped to make it a popular choice amongst thousands of companies. (Over 4 million work-behaviour assessments have been performed over the last 15 years.)
This assessment enables us to identify people’s strengths and limitations, leadership and management potential, ability to handle pressure and uncertainty, preferred team role, attention to detail, tolerance for uncertainty, ability to influence others and read group dynamics and so on. It tells us whether someone’s behaviour suits his/her job or a potential job, and how we can help people to develop a more effective style of working.
We have further customized the DISC Work-Behaviour Assessment to include our insights into human behaviour and the culture and design of companies. We have also developed our own reporting format to enable leaders to easily share these insights.
The Leadership Circle Profile™
The Leadership Circle Profile™ is a true breakthrough among web-based 360-degree assessments. It is grounded in a well-researched battery of leadership competencies that have been proven to correlate with business performance. In other words, companies with leaders that score well in these assessments, are more likely to succeed than those companies that lack such leaders. Fortunately, the Leadership Circle Profile™ provides us with the information we need to develop the competencies that leaders may lack.
The Leadership Circle Profile™ measures the two primary leadership domains – Creative Competencies and Reactive Tendencies – and integrates this information so that the key opportunities for development immediately rise to the surface.
- Creative Competencies are well-researched competencies that measure how you achieve results, bring out the best in others, lead with vision, enhance your own development, act with integrity and courage, and improve organizational systems.
- Reactive Tendencies are leadership styles that emphasize caution over creating results, self-protection over productive engagement, and aggression over building alignment. These self-limiting styles overemphasize the focus on gaining the approval of others, protecting yourself, and getting results through high control tactics.
The Leadership Circle Profile™ reveals a leader’s Leadership Operating System. It shows leaders how they are doing and spotlights the hidden motivators that drive their successful and unsuccessful leadership behaviour. It also enables us to help a leader become more effective and grow his/her personal leadership style.
Please click here to read more about the Leadership Circle Profile™ and how these competencies correlate with business performance.