BLENDER CONSULTING GROUP

PSYCHOLOGICAL CONSULTING FOR BUSINESS

 

 

 

LEADERSHIP DEVELOPMENT

"Through the Power of Leadership, Anything is Possible."

BCG's approach to leadership development is based upon 5 steps:

1. Assessment
2. Identification
3. Planning
4. Implementation
5. Monitoring

In the assessment phase, a comprehensive profile is generated. This includes an array of psychological instruments (mental abilities, personality, interests), a 360-degree survey, detailed personal/professional history, and additional data from interviews with others.

BCG uses the Denison Leadership Development Survey for the 360-degree assessment. This model measures leadership competencies from four broad dimensions and 12 specific competencies. The process enables individuals to get anonymous feedback from managers, peers, and direct reports. This leadership profile has been proven to have a significant correlation with overall performance. The four dimensions are:

· Involvement
· Adaptability
· Consistency
· Mission

To view the Denison Model, click

Additional information on the Denison Organizational Culture Model can be viewed at Denisonculture.com

During the identification phase, specific strengths and weaknesses are determined, with particular focus on areas for growth and development.

Planning is the creation of a detailed development plan with goals and timeframes. This may include specific training, action learning, and ongoing coaching.

Implementation is the commitment to action. Coaching may be provided, as well as observations of the individual in live work situations, team meetings, and various meetings with the others in the organization.

A schedule for monitoring is determined. This is accomplished in a variety of formats, and may include BCG facilitating meeting betweens the individual and manager.

The overall methodology in conducting leadership development is predicated on the following principles:

· Inquiry, Reflection, Insight
· Personal Mastery
· Integrity
· Action
· Feedback

Through guided facilitation, an individual is presented with the current reality of their strengths and weaknesses. The process is based upon the premise that information is power and can serve as a powerful catalyst to engage in change improvements. Carefully and objectively analyzing information about oneself, reflection, can result in powerful insights, which stimulate change. Personal mastery begins with a commitment to continuous improvement. BCG defines integrity as the alignment of values and action. Individuals identify their personal values and then take a critical look at their present level of behavior in relation to these values. Action is putting new learnings into practice. Feedback, built into the entire process, offers objective information in order to monitor improvement efforts.

For a case study on Leadership Development, click
For a list of Personal Values, click