Leadership Audit is the Right Tool for Strategic Change - Linking
Leadership to Strategy.
You need leaders that not only understand your strategy, but also
have the management capabilities needed to attain it.
What is its purpose?
- Objective and professional evaluation of leadership
- Utilises validated, structured and thorough methodology
- Aligns leadership talent with the business and cultural imperatives
of the Company
- Platform to measure the impact of leadership
Reason for Use
- Mergers and Acquisitions
- Due diligence
- New CEO
- Culture change
- Shortened delivery time for leaders
- People development
LEADING THE WAY
The ability to map a strategic course and move your organisation
a1ong it is the critica1 test of leadership on every level. It is
the key to your organisation's surviva1 and prosperity. Equally
vital is the ability to quickly alter course in response to - or
ahead of - changing externa1 factors like markets, technology or
But strategically directed change is the most challenging. The way
your leaders lead determines where your organisation goes and how
it gets there. And unless you change leadership practices so that
they align with your strategy, your leaders won't all pull in the
same direction, much less the right one.
The leadership practices your people need to demonstrate depend
on your organisation's strategic objectives and their roles in the
organisation. If you don't want your people to go in one direction
while your strategy goes in another, you need a model of leadership
rich enough to account for the full range of leadership practices
and behaviours, and a way to identify the practices and behaviours
each team member needs to exhibit.
The Leadership AuditTM provides just such a process. And, in addition
to measuring your current leadership capabilities, you can easily
use the information gathered during the Audit to create targeted
development and training plans, ensuring the long term results you
want and need.
A strategic view of leadership creates the leaders you need to take
your organisation where it wants to go. This strategic approach:
UNIQUE SOLUTIONS FOR UNIQUE ORGANISATIONS
- begins with your business objectives and enables you to identify
the specific leadership practices needed to achieve them.
- provides you with information and insight about your current
leadership team in a uniquely powerful and comprehensive way.
- is grounded in research and proven models for effective leadership
- makes your leadership expectations clear and credible - and
that is critical to creating the leadership culture you need to
reach your business goals.
The leadership challenges your organisation faces are unique. They
are shaped by its current culture, people, environment, history,
opportunities and objectives. You need a customisable approach that
builds on your past and targets your future.
Research has shown that there's no one right way to lead. Effective
leadership is a matter of demonstrating the balance and emphasis
that's right for the role and right for the business objectives.
AN ASSESSMENT BASED PROCESS
To Define and Measure your Capabilities
DEFINING LEADERSHIP REQUIREMENTS
The first critical step is to define the leadership practices that
are critical to achieving your business objectives. Using MRG`s
Strategic Directions process, your top team identifies the few critical
behaviours needed to create a leadership culture aligned with your
strategy. This creates the template of leadership practices that
is right for your organisation.
You can also define the leadership profile needed for specific roles
in your organisation. The Role Expectations process helps you define
the key leadership practices critical at the role level.
ASSESSING CURRENT PRACTICES
Two powerful assessment tools, the Leadership Effectiveness AnalysisTM
and the Individual Directions Inventory, combine to provide objective,
persuasive insights into the leadership practices of your current
management team. The Leadership Effectiveness AnalysisTM (LEA) measures
current leadership behaviour, while the Individual Directions Inventory
(IDI) defines the underlying motivators, values and attitudes that
are driving the behaviour. Based on the in-depth information provided
by these two assessments, you can conduct targeted, structured interviews
to gain the accurate insights required to make the right decisions
about your fixture leadership team.
DEFINING ORGANISATIONAL IMPLICATIONS
Next you need a composite picture of how your organisation stacks
up against your goals. Using advanced statistical techniques, we
can provide you with an overall picture of your current leadership
capabilities and how those capabilities compare to the practices
you defined as critical during your Strategic Directions and Role
Expectations processes. In addition, we can compare your leadership
profile with effective leadership practices in your global industry.
When making critical decisions about your people, you need to feel
confident that you are using an assessment process based on extensive
research, one that is well grounded and defensible. Our team of
experienced consultants and organisational psychologists can work
with you to perform a Validation Study that identifies which leadership
practices differentiate the most effective leaders in your organisation.
The rigorous nature of the validation process verifies that decisions
are being made on job relevant criteria. Validation studies can
be customised to ensure that you are meeting the appropriate employment
laws and guidelines in the countries in which you are doing business.
WHY THE LEADERSHIP AUDIT WORKS
THE REWARDS OF RESEARCH
The model of leadership used in the Leadership AuditTM is the outcome
of lessons learned from 35 years of research and more than 250,000
assessment-based profiles of leaders across a wide range of
industries, organisaxions and roles, and countries. Results are
generated by questionnaires that have been rigorously developed
and psychometrically validated. The data they provide are highly
accurate and truly useful.
A GLOBAL PERSPECTIVE
Support is available where and when you need it - from local consultants
in local languages. The questionnaires have been translated into
many major languages and norms are available for many specific countries
and geographic regions. The translation work is has started for
Turkish and the tool is currently deliverable in all other major
Taking a strategic view of leadership allows you to highlight each
individual's strengths in light of your ideal leadership culture,
making the changes you require seem both understandable and achievable.
It also allows you to leverage your organisations development and
training efforts in the areas that will have the most payback for
you. Objective measurement tools track organisational and individual
progress. Because of the clear link with current initiatives and
business strategy, a foundation is created for meaningful organisational
interventions and individual development planning.
Strategic Leadership DevelopmentTM (SLD)
Strategic Leadership DevelopmentTM is an integrated process to develop
leaders at all levels in the organization and align their leadership
practices with the organization's business strategy. Each of the
components of SLD are based on MRG's leadership assessment: the
Leadership Effectiveness AnalysisTM.
Define Leadership Requirements
Strategic DirectionsTM... Identifies the leadership
practices that will be required in order to achieve the organization's
strategic business objectives.
Role ExpectationsTM... Defines the leadership behaviors required
for effectiveness in a specific management/leadership position.
Assess Current Practices
Personal Feedback Profile...The Leadership 360®
report provides individuals with developmental 360-degree feedback
on their behavioral leadership practices; the Leadership Self report
provides comparable information from a self-only perspective.
Leadership CultureTM... Identifies the prevailing leadership
practices within the organization, and describes how leaders are
currently fulfilling the leadership aspects of their roles.
Assess Organizational Implications
Group Composite Profile... Describes the behavioral profile
of a specific leadership team or group; can be used to conduct
a training needs analysis or for leadership team development.
Strategic Directions AuditTM... Analyzes the gap between
current leadership practices and the critical leadership behaviors
that will be required in the future.
Best Practices Report... Identifies the management/leadership
practices that characterize the most effective leaders in the
Strategic Leadership PracticesTM... Coaching modules to
develop the leadership behaviors measured by Leadership 360®;
can be delivered either in a group session or through one-on-one
Reassess Leadership Practices
Personal Feedback Profile... Administered 12 to 18 months
after the initial assessment, Leadership 360® enables individuals
and the organization to measure progress and set new developmental
MRG SLD products:
- are scientifically validated and highly reliable
- offer country-specific norms drawn from an extensive global
- are available in multiple languages
- offer an electronic delivery option