Leadership Mastery

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Leadership Mastery Assessment – Intervention – Growth

description

Ecometric Solutions™ refers to measurement in the context of ecology. It is the technology that deals with the quantification of the balance of man’s adaption within his environment. The focus is on the manner in which man adapts within his environment.

Transcript of Leadership Mastery

Page 1: Leadership Mastery

Leadership Mastery

Assessment – Intervention – Growth

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At Leadership Mastery we believe that greatness lies in the unique potential of the individual and the way in which this potential is unleashed within the context in which the individual functions. We specialize in Strategic Management Solutions, developing social organizations, and in the use of standardized scientific measurement systems that empower us to Map & Profile the uniqueness of a person through exact identification and quantification of the individuals Psycho-Social Functioning within the defined environment - with reference to:

• Core positive and negative elements that impact a person’s holistic functioning and behaviour within a defined environment

• A hierarchy of personal and/or work values

• Leadership dynamics

• People orientated qualities

• Task orientated qualities

• Self orientated qualities

• Emotional functioning

• Interpersonal functioning, and

• Spiritual functioning

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We effectively utilize the generated profiles to facilitate an organization in:• Determining the fit between candidates and jobs• Determining training needs and outcomes• Empowering and motivating staff• Enhancing future independence• Handling personnel problems, and• In monitoring change in effectiveness and efficiency

Advantages of our Dynamic Assessment Tools:• Scientific Based Tools (Standardized)

• First Time Right Selection

• No Bias or Prejudice interpretation• Decrease staff turnover & Increase Productivity and Efficiency

The core criteria in measuring any human functioning – is environment

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Tomorrow’s Assessment Technology at your Finger Tips Today!

Leadership Mastery make use of advanced Assessment technology which enables individuals and organisations to:

• Empower and motivate themselves & employees

• Facilitate a purposeful intervention program, and

• Enhance Future Independence. 

In order to really help clients, problems must be identified. The only reliable and valid way to assess a person’s problems quickly and scientifically is through the use of standardized measurement instruments. Assessments also help us to structure and organize the intervention process. This will enable us to deliver better quality service and to see results sooner.

With the use of electronic technology (Internet) we establish a virtual assessment centre in your own home or business.

You receive login details via email and can start with your assessment immediately!

You will have access to our user-friendly, but powerful Assessment Centre to complete and score all assessment scales upon which we will generate professional graphs and reports to ease the interpretation process.

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EcometricsEcometric Solutions™ refers to measurement in the context of ecology. It is the technology that deals with the quantification of the balance of man’s adaption within his environment. The focus is on the manner in which man adapts within his environment.

Leadership Mastery’s’ Assessment Scales allow us to gain an in-depth understanding of the client’s or organisations’ situation and their problems. A thorough assessment includes the analysis of the problem, the person or employees in terms of his strong and weak points and the ecological context.

We measure “Psycho-Social functioning which relates the behavioural patterns of the individual in the different roles and systems that the individual forms part of in his environment. The individual reacts with congruence among the four dimensions of his inner world to situations in his environment. The individual experiences himself and his world on two distinct levels that relate to achievement, satisfaction and expectation on the one hand and to frustration, stress and helplessness on the other hand. Optimal human functioning assumes that the positive forces will be stronger than the regressive forces. The human functioning of the individual always takes place in a specific time frame that is integrated with the developmental phase in which the individual is functioning” (Faul 1995:159).

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Psycho-Social Anthropology

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Informed Decisions:Based on Valid and Reliable Data

Ask yourself…• Are the strategic decisions you take based on objective, valid and reliable data?• Are your conclusions accurate and thorough?• Can you obtain precise estimates of the severity, magnitude, duration or nature of a client’s or employee’s problem?• How much time do you waste to come to a vague and subjective idea of your client’s or employee’s problem?

How Is Your Organization Functioning? When asked this question managers usually answers in terms of:• Trading Figures, and• Return to Shareholders

The Fatal Error in this Approach are the:• Underlying ignorance regarding staff functionality, and the fact that organisations• Do not understand how to synchronize staff's aspirations and personal values with the expectations and values of organization.

Ecometric Solutions™ Assessments are used in Mapping Individuals’ Uniqueness's:• This is Critical to create an environment in which the organization can deliver results and maintain a high sense of efficiency and competitiveness.• In order to know what environmental values the organization has created for the staff, and• Scientifically determine if that environment is conducive to the staff's holistic functionality.

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Comprehensive Functional Screening Inventory (CFSI):

How does management determine this knowledge and create the necessary environment wherein the organization can become effective and at the same time allow the staff to function optimally?

The (CFSI) Assessment scientifically quantifies the values within the environment and matches the qualities of the staff member to that of the organization.

Organizational Advantages :• High Return on Investment• Accurate staff selection• High staff retention by eliminating staff conflicting issues• Low Human Resource compliment necessary• Efficacious through efficiency (i.e. producing the desired results), and it• Creates an effective platform for strategic planning

The (CFSI) is used to evaluate:• Clients strengths and problems in• 68 different areas of• Personal, emotional, interpersonal and organizational functioning

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A 1999 study (Corboy & O’Corrbui) found that nearly 70 % of strategic plans and strategies are never successfully implemented:

• The majority of strategies fail due to an absence of information.• In many instances companies are working with the wrong information, that then sends them down the wrong road, pursuing the wrong options to poorly defined problems.

Ecometric Solutions™ provides a unique approach in ensuring that Your strategies succeed.

Diagnose the Problem Correctly:• Half the solution to any problem lies in defining the problem correctly.• The (CFSI) defines the problem with scientific accuracy.

Final result:• A fully integrated and focused approach to strategic planning.

The (CFSI) is used primarily as an assessment tool that forms part of an organization’s risk management and sustainability strategy.

Accurate Problem Diagnosis + Effective Intervention = Successful Strategic Planning.

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Personal Driving Dynamics (Values) +• Equality• Effectiveness of Supervisor• Financial Management• Financial Security• Job Satisfaction• Job Security

Clear Goals + Effective Process + Engaged Heart = Results

Example of a single construct out of 22 within the (CFSI):

What conclusions

can be made with

regard to this

person’s

organizational

functioning?

Where are we?

Where do we want to be?

Transit

ion

(Need to accept the new)

(Need to let go of old)

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The (JVP) is designed to obtain information about a specific position’s work values. It is the scientific matching of the job profile to the candidate’s functioning profile, it is also the scientifically defined criteria required to satisfy the particular job value. From the beginning, recruit the correct person in the correct position. When the job meets the values or what is important to the person, it creates harmony in the working environment. It measures the effectiveness of criteria in relationship to the individual’s functionality.

Values: the Ultimate Judgement of Success

Values:

• Your private, personal & individual belief system• One of the most important tools to discover how a person works• Like the CPU in a computer - they govern your entire life-style

Job Requirements:

• Also have to support your values

Mapping an individual’s uniqueness!

“A musician must make

music, an artist must paint, a

poet must write, if he is

to be

ultimately at peace with himself.” Maslow

Job Profile: (as defined by the employer)Defines the working environment by defining the personal work values present within that working environment.

Personal Value Profile: (as defined by the candidate)Quantifies the values that effect your personal functioning.

Matching ConfigurationMatches the working job values with your unique personal values indicating all corresponding as well as conflicting work values within that environment.

Job Value Profile (JVP):

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Example of a single construct within the (JVP):

The 8 highest

activated

constructs gives

you an

indication of

this person’s

positive drivers

The 8 lowest activated constructs gives you an indication of this person’s negative drivers

Personal Driving Dynamics (Values)• Ability Utilization• Result Orientation• Artistic Appreciation• Creativity• Financial Rewards• Freedom of Lifestyle• Physical Activity• Prestige • Risk• Teamwork• Variety• Authority• Personal Development• Concern for Others• Cultural Prejudice• Physical Challenges• Financial Guarantee• Moral Values• Predictable Environment• Independence• Close Relationships

Value Driven Organisations Have A Competitive Advantage

From the beginning, recruit the

correct person in

the correct position.

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The (OCA) is designed to evaluate the present climate in your organization and making recommendations for the future. This assessment is a profile of measurement that quantifies the functionality of the staff within that environment and to give the organization a true perspective on the true potential and functionality or efficiency of the organization within their present staff compliment. The (OCA) measures the following:

Organisational Climate Audit (OCA):

This relatively inexpensive process can provide you with the “current weather conditions” in your organisation to give you the right readings to make suitable adjustments to stay on the correct course.

An employee’s true value

to an organization can be

fully realized in a

conducive work

environment with no

barriers to performance.

Are you aware of any

barriers in your

organisation?

We analyse the

current culture to

determine whether

it is aligned with

the organization’s

strategic intent.

What conclusions can be made with regard to the climate in your organisation?

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Leadership Qualities Inventory (LQI):The (LQI) is designed to evaluate your present leadership qualities. It further supports anyone in a leadership or supervisory role to first benchmark, then outline, specific steps to increase and improve his or her leadership effectiveness. The (LQI) measures the following:

Leadership Qualities (+) Leadership Dynamics Leadership Ability Problem Solving Ability Task Orientated Qualities Commitment Competence Initiative Responsibility Self Orientated Qualities Focus Passion Positive Attitude Self-discipline Inner Security People Orientated Qualities Communication Skills Listening Skills Interpersonal Qualities Servant-hood

What

conclusions can

be made with

regard to this

person’s

leadership

qualities?

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The (CPI) is designed to obtain information about your fields of interest as well as your work values. This assessment is specifically designed to determine the career any individual should follow and or to scientifically prove whether or not your job profile and or the working environment is conducive to living a satisfied and fulfilled life-style.

Values play a vital part in the meaning of work for people. These values can involve factors such as their intrinsic interest in the work, the convenience of the work, financial rewards, relations with co-workers, career opportunities, and the presence of adequate resources for the job (Hall, 1986). Socialization, other life experiences, and non-work social roles shape these values. From a logo-therapeutic perspective, Neikrug (1982) states that people who experience the conflict of diverse and opposing values, develop the neurosis of meaninglessness. Conflicting values in their work will naturally contribute to this and cause them to feel a general sense of meaninglessness.

Ecological measurement (Ecometrics) describes in quantitative terms the quality of adaptation between the client system and the environment, in this case in particular the workenvironment.

The (CPI) assesses the following:• Interests (these are a derived construct, being a reflection of ability-value relationships)• General and work related values (values could be conceptualized or measured)• Achievement, comfort, status, altruism, safety, autonomy• Abilities (encompassing attitudes which are predicted skills)• Self-perceived competencies• Self-esteem and sense of agency (self-efficacy)• The client’s general social functioning also needs to be measured in order to determine if there are dysfunctional adaptations between the client and some important systems in his/her life that is influencing the career decision making process. For example, certain dysfunctional interactions between a client and his/her family of origin can significantly affect career decisions.

Career Planning Inventory (CPI):

What

conclusions can

be made with

regard to this

persons fields

of interest?

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Personal Multi Screening Inventory (PMSI):

The (PMSI) is designed to improve the quality of your life by evaluating your present functioning and making recommendations for the future. The profile scientifically defines the criteria effecting the holistic functioning of the individual within their holistic environment. Environments are made up of various systems and the roles that people play within those environments.

The (PMSI)  is a assessment that is used to evaluate clients strengths and problems in 33 different areas of personal, emotional, interpersonal, spiritual and physical functioning. The (PMSI) contains 265 items and requires 30 to 45 minutes to complete. The 33 subscale scores are used to prepare a graphic profile for ease of interpretation and for use in assessment and strategic planning.

The (PMSI) is used primarily as an assessment tool that forms part of a therapeutic intervention with clients. The (PMSI) is used during the intake phase to do a thorough assessment of clients and to plan a therapeutic intervention strategy. Although the major application of the (PMSI) focuses on assessment and strategic planning, the (PMSI) can also be used for periodic re-evaluation by having clients complete it during later phases of therapeutic interventions. When used in that manner, it provides a description of change (progress, stability, or deterioration) that may have occurred during the period between administrations. Whether it is used for interim assessments or not, it is especially well suited for use immediately before termination of therapeutic interventions as a means of reflecting progress over the entire period of therapy.

The ability of the graphs to see problems quickly in relation to other areas of functioning represents an important aid to strategic planning, on-going assessment, and progress monitoring. The (PMSI) graphic profile can be used as a tool to facilitate clinical discussions of clients.

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Examples of the most important constructs within the (PMSI):

The highest

activated

construct gives

you an

indication of

how this person

is trying to

cope.

What is the effect of

this person’s way of

trying to cope on

his/her negative

functioning?

INDEPENDENCE“I can look after myself”

DEPENDENCE“I need somebodyto look after me”

Someone’s life changes when his or her permanent

interactional structures

(attitude, values, & self change).