We develop and implement processes to identify behaviors and characteristics that separate outstanding performers from average employees. This information can be used to identify and select candidates most likely to succeed; ensure the right people are in the right jobs; address specific developmental needs to help marginal staff members improve; provide relevant criteria for measuring and rewarding success; determine the magnitude of salary increases; decide who is eligible for advancement; and identify specific changes and improvements that will have the most immediate impact on making individuals more successful.
To accomplish these things, we have a Leadership Effectiveness tool which defines the specific behaviors associated with five levels of performance from 1 (Unsatisfactory) to 5 (Role Model) for a wide range of different leadership competencies including:
We define how a Role Model embodies each competency. But this is not a static tool. We work with your Leadership Team to customize the competencies and behaviors to ensure they reflect your organization’s values about what constitutes an excellent leader.
We’ve created a tool around these competencies and behaviors that we use to rate and rank managers on each competency. We distribute this tool at the beginning of the year to clarify what constitutes leadership excellence. Each manager is then rated (by their boss and/or peers/subordinates) at the end of the year to identify strengths and weaknesses. We lead a calibration meeting to ensure consistent application of the tool. Our Leadership Effectiveness tool provides an objective and consistent basis for identifying and recognizing your best leaders and inspiring others to ascend to that level by communicating clearly where they fall short and what they must do to correct it.
Working with HR, we adapt and revise our Non-Management Performance Assessment tool to the company’s vision of the competencies that make up a role model employee. Like our Leadership Effectiveness tool, our Non-Management tool defines five different levels of performance for a wide range of competencies that you customize. Below is a list of several common non-management competencies:
Clients customize these competencies to fit their organization and define how employees at all levels of ability would embody them through observable behaviors. We work with clients to create expectations so employees know exactly what’s expected of them. This tool provides a fair, valid and objective way to select candidates for promotion, help marginal staff members improve; measure and reward success, and determine the magnitude of salary increases.