Measure Performance
Once we’ve established which behaviors are critical, we’re ready to start researching, measuring, and validating critical performance as follows:
Create Custom Competency Assessment
Custom build targeted and personalized interview questions to gather feedback in order to assess leader performance against organization leadership competency attributes.
Conduct Competency Assessment
Interview a “circle” of key individuals who work closely with the leader–managers, peers, direct reports, internal partners, and clients/customers.
Review Measurement Data
Interpret, clarify, and prioritize assessment data with individual.
Create Performance Gap Analysis
Identify the focused and specific leadership development objectives to be achieved.
“Because he’s an astute listener, Pat is able to pick up on nuances others would likely miss or neglect to mention. This allows leaders to clarify and prioritize issues and gaps that might otherwise be left uncovered.””