Comprehensive leadership development

The problem

Executives seeking peak performance need leadership development that isn't piecemeal, but complete — a process thorough enough to challenge them and change how they lead. Assessment alone leaves them holding a development plan with no one to help execute it. Advisory alone risks working hard in the wrong areas. What they want is a strong foundation of awareness, and then continuous guidance to bring the plan to life.

What the engagement involves

This is a single year-long engagement in two phases.

In the assessment phase, I interview 12–15 raters for an hour each, administer two Hogan personality inventories, draft an early set of goals before feedback arrives, analyze the interviews for patterns, and produce a detailed report. We debrief it together over as many sessions as it takes, and build a development plan with goals and actions, reviewed with your supervisor or Board Chair. See my assessment page for full details on how it works.

In the advisory phase, we meet one-on-one over the following months to make as much progress as possible on that plan — testing new approaches, working through what's happening in real time, and adjusting as the year unfolds. I'm also available between sessions for short calls or email.

The year closes with a review session with your supervisor or Board Chair, covering what's been achieved and what remains.

The engagement, phase by phase A six-phase timeline of the year-long engagement. Prepare, week 1: introductory meeting. Gather, weeks 2 to 3, with three activities running concurrently: 360 interviews with 12 to 15 raters, personality assessment, and early goal development. Analyze, week 4: analysis and report. Understand, week 5: feedback debrief. Plan, weeks 6 to 8: build the development plan, then an alignment meeting with your supervisor. Advisory, months 3 to 12: monthly sessions with a memo after each, and a closing review with your supervisor. Prepare Week 1 Introductory meeting Gather Weeks 2–3 360 interviews with 12–15 raters Personality assessment Early goal development These three run concurrently Analyze Week 4 Analysis and report Understand Week 5 Feedback debrief Plan Weeks 6–8 Build the development plan Alignment meeting with supervisor Advisory Months 3–12 Monthly sessions, memo after each Closing review with supervisor

What's different

  • Continuity. Since I conducted every 360 interview myself, when a question surfaces in month eight related to a theme, I remember the interview conversations related to that theme, and the context of the feedback given. This nuance and texture is valuable when working through ambiguous development conversations, and deliberating how to improve leadership skills.
  • Post-session analytic memos. After every substantive meeting I send post-session analytic memos that summarize key insights discussed, and new ideas that occurred to me since meeting. This creates a written record of all the most valuable ideas generated during our engagement. You can review these in between sessions to promote further reflection, learning, and action.
  • Advisory expertise rooted in leadership and psychology. Advisory sessions are more than just reflective listening. I bring 20 years of accumulated, deep knowledge about leadership and psychology, including perspectives on what approaches work and what research evidence supports. In addition to guiding you through a process on how to develop, I can share views on what great leadership looks like, how it affects others' psychology, and how research evidence supports those perspectives.

What the client receives

  • A detailed report including a) key themes related to strengths, possible development needs, and takeaways based on my overarching view of all the data (~15 pp.), and b) an appendix containing a question-by-question list of all the responses provided by all the raters (approved for sharing; ~50–70 pp.).
  • Hogan Personality Inventory and Hogan Development Survey reports, with results integrated into the report and debrief.
  • Multiple sessions to build an initial draft of the development plan before receiving the assessment feedback.
  • As many sessions as needed to debrief the report and ensure you fully understand the findings.
  • Multiple sessions, after receiving the assessment feedback, to translate the results into a detailed development plan including goals and actions that will strengthen leadership skills over the next year.
  • A high-quality, finalized development plan, created in partnership with me and your supervisor or Board Chair, which will remain relevant for at least 1 year.
  • A detailed development planning template that guides you in creating a robust set of goals and actions, which can be used in this engagement and in future.
  • A facilitated review with your supervisor or Board Chair to strengthen the plan before it's finalized.
  • Monthly 1 hour advisory sessions scheduled across the year, with additional ones added as needed, to facilitate making as much progress on your development plan as possible.
  • A closing review with your supervisor or Board Chair covering milestones achieved and what remains to be done.
  • Post-session analytic memos after every substantive meeting to consolidate learning, promote reflection and action, and to create a record of the most important insights.
  • Availability between sessions for short calls and email.

This engagement combines two of my services. You can also explore each on its own.

Interview-based 360 assessment and development planning

In-depth interviews and rigorous qualitative analysis surface the clear, nuanced feedback executives need.

Executive advisory

Structured one-on-one advisory to build a development plan and make real progress on it over a year.
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