The tools and resources that Rick and The Executive Group offered to us during our CEO search were invaluable. The assessments and reports provided great insights for deeper conversations, Rick is an expert at explaining things in an easily-understood manner. When you have validated information regarding strengths and weaknesses of candidates the quality of your hiring process is so much stronger. In addition, I have had the pleasure of hearing Rick speak in a conference setting and engaged in one-onone development conversations, he excels in all forums and audiences!
The team at TEG never fails to deliver! The support they have provided to our recruiting and talent development processes has been awesome. They understand our talent needs and have guided us on the effective use of assessment tools. Their responsiveness is second to none and their integrity shows every step of the way. Our company is better because of TEG!
Working with Rick and the Executive Group has been a great experience in helping employees navigate attitudes and feelings that are counterproductive or toxic in the workplace. His approach is very casual, and the employees have actually expressed developing a friendly relationship with Rick. His experience and available resource material is extensive, and he seems to have dealt with about every situation imaginable. We have experienced positive and favorable results both for our employees and our organization.
We have been using the Executive Group for over 7 years, in both the hiring process and leadership development. Rick’s proven methods and assessment tools give us the objective insight to make sound hiring decisions and provide development opportunities for our leaders. Rick and his team provide invaluable insight, guidance, and support. – Wendy
Rick Tiemann and The Executive Group and I have been working together for over 10 years. They have coached both my team and me personally. One of the most important tasks as a leader is hiring and developing talent. Rick and The Executive Group’s testing and procedures greatly improves the overall candidate evaluation. This not only helps during the evaluation process, but also with ongoing talent management. The Executive Group helps my team make better personnel decisions.
During my career, I have had many teams. All of these teams have worked with Rick and his staff for more than 10 years. With our interactions we have done coaching, training, personality profiling, interview skills, and team building events. Rick has been involved with all of these teams, learning the individual personalities and providing support. I can state that all of the managers who have worked with him, have expressed their appreciation of his ability to understand our needs and help us improve. I highly endorse Rick and The Executive Group to any manager who is developing a strong team. The cohesiveness gained, and the confidence instilled are well worth the time and investment.
We have worked with The Executive Group over the past decade. They are part of our successful formula in hiring exceptional people for our organization. We utilize The Executive Group’s personality profile in the final stages of our hiring process. Our top candidates take a personality profile that has been tailored for our organization. Rick Tiemann reviews the results with our team, and helps us navigate the final interviews. Rick’s insight, knowledge, and expertise are instrumental in helping us chose the right person. Our hiring process would not be successful without The Executive Group!
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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.