Chalk Talk provides advanced interpretation for 16PF users and is designed to assist in a greater understanding of the various performance factors outlined in the 16PF Personality Questionnaire.
- Factor A – Warmth & the Sales Process
- Factor B – Reasoning & Problem Solving Ability
- Factor C – Emotional Stability
- Factor E – Dominance
- Factor F – Liveliness
- Factor G – Rule-Consciousness
- Factor H – Social Boldness
- Factor I – Sensitivity
- Factor L – Vigilance
- Factor M – Abstractedness
- Factor N – Privateness
- Factor O – Apprehension
- Factor Q1 – Openness to Change
- Factor Q2 – Self-Reliance
- Factor Q3 – Perfectionism
- Factor Q4 – Tension
Sales Excellence explores the best practices on improving sales effectiveness by identifying individual developmental needs.
Rick’s Tips explores the competencies necessary for successful leadership and provides activities to assist with the development and mastery of these skills.
- The Art of Storytelling
- Active Listening
- Influencing “Influence may be the highest level of human skills.” – Anonymous
- Decision Making Using Intuition
- The Impact of Words
- The Art of Being Politically Savvy
- Managing Conflict
- Creativity – The Path to Successful Problem Solving
- Goal Setting – A SMART Move!
- Drive and Independence
- Managing Emotions – 10 Ways to Manage Your Emotions More Effectively
- Developing Others
- Patience is a Virtue
- Delegate or Stagnate – 12 Tips for Effective Delegation
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Growth usually takes on one of two very distinct pathways: a linear path and an exponential one. The latter sounds great, right? Just pull a few levers and watch your organization reap the benefits of exponential growth, making all of your dreams come true. Wait till that next quarterly review, you’ll show them you mean business!
Except that isn’t the entire story, and consistent leadership development results are better than exponential growth that isn’t sustainable.
So why talk about exponential growth in the domain of creating better leaders in the workplace? Well, because it never hurts to have something to aspire to. It never hurts to see what can indeed happen when consistent action is scaled out. That’s the key to making leadership development a potent component in today’s fast paced business environment.
What does feedback really mean? We talk about feedback, but we know that not all feedback is created equal. Feedback should begin with empathy, which is truly understanding the other person's perspective. From there, we want to come forward with evidence that backs up the statements we're going to make to that person. Direct, professional, and straightforward is the name of the game here.
Feedback and accountability go hand in hand within the world of strategically assessing leadership strengths and weaknesses.
What Comprehensive Feedback Isn't
Sometimes it's important to highlight what something isn't before we can really start visualizing what it is constructively. If you want to build or even transform current feedback and accountability processes, here's what to avoid most:
Relying on one assessment. There is no perfect assessment, and it's critical to avoid idolizing any assessment as the One True Measure of performance
Keeping resources too narrow. This isn't about trying to use as few resources as possible. Pull out all of the tools and see what's reasonable in terms of the specific leader being refined for greater opportunities (the ultimate goal)
Don't settle for just covering strengths and weaknesses in terms of Key Performance Indicators (KPIs). Full insight requires full analysis; KPIs are just a shortcut.
Collecting quantitative data is important, but don’t skip the opportunities to collect qualitative data along the way as well. For example,
Breaking Down Strategic Leadership Assessment - The Best Path Forward for Growth
In order to get the growth needed to stay competitive, it's time to go back to the drawing board. What does strategic leadership assessment look like in action? Well, the important point is that it begins with realizing the end goal: you're getting insight into an individual's makeup and identifying what their true strengths and weaknesses are. We're going back to the 3D Leadership model as one of the key foundational points of this plan.
Staying the Course
Motivation is a big topic in the business world because we're used to watching people quit. Why do people quit before they've reached the finish line? Sometimes it's a matter of not being able to visualize the end. Or perhaps it's not having enough milestones to reflect upon as they move deeper into their journey. Not everyone will finish their leadership development plan, or approach it with enthusiasm.
Reassurance isn't a bad thing, and it can help bolster morale to the point where employees buy back in. For entry-level employees, leadership development can feel impossible because they're starting their journey with a lot to cover. For the more seasoned leader, development often takes a "been there, done that" feeling.
Dive Deeper Into Refinement With Developing World Class Leaders: The Ultimate Guide to Leadership Development
Digging into the roots of better leadership development isn’t an easy journey. Yet it is absolutely essential for companies of all sizes.
Did you miss the deep dive on assessments? Check out the Strategic View of Hiring podcast episode, Exploring the World of Assessments.
Check out the book store and order a copy of Developing World Class Leaders: The Ultimate Guide to Leadership Development today.
To receive a copy of our Leadership Competency Inventory, complete with 64 competencies, just send an email.