Accelerating the development of leaders
Like it or not, a leader’s personality influences the dynamics and culture of the senior management team all the way down to front-line employees, and the characteristics of this team can have a positive or catastrophic influence on the performance of the organization.
Our leadership development programs help organizations develop key talent among its incumbents, and identify and evaluate leadership potential. We use a validated suite of tools and assessments to identify individual strengths and weaknesses, deliver relevant one-on-one executive or supervisory coaching, and help individual leaders create practical development plans to become positive organizational leaders and catalysts for the success of their organization.
These assessments often serve as the first step in identifying both strengths and potential derailers inherent in each of our personalities — leading to a tremendous and verifiable impact on the development of leaders within an organization. Our Hogan-certified consultants then step in to not just explain the results of an assessment that crosses 36 subscales of personality elements, but to help individuals, teams and employers interpret the results of these assessments and benefit from the insights contained in the reports.
Leveraging these insights, we then provide customized coaching and training solutions to employees across all organizational levels. This process is also highly useful in helping organizations select the best candidate for a position, particularly high-level or safety-sensitive jobs.
The following serves as descriptions of the three assessments that comprise the Hogan Leadership Forecast Series.
The Hogan Personality Inventory
The Hogan Personality Inventory (HPI) is a measure of an individual’s day-to-day interactional style and used to predict job performance. The HPI evaluates personality characteristics relative to getting along with and getting ahead of others.
• Employee selection
• Leadership development
• Succession planning
• Talent management processes
The Hogan Development Survey
The Hogan Development Survey (HDS) evaluates personality-based performance risks and interpersonal behaviors that inhibit performance. This unique tool identifies dysfunctional behavioral patterns that are hard to detect during an interview and not covered in the HPI.
• Coaching and development
• High-level position selection
• Team functioning
• Selection for safety sensitive jobs
The Motives, Values, Preferences Inventory
The Motives, Values, Preferences Inventory (MVPI) evaluates the correlation between an individual's values and the rewards provided by organizational culture or the target job. This tool provides data about managing others, and helps people to understand their interests, motives and drivers. This measurement also indicates the environment a leader may create and the rewards they will likely provide to others.
• Compatibility with organizational culture
• Employee motivation factors
• Career motivation
• Leadership environment one might create
For more information about any of these assessments or other tools we leverage as part of our leadership development process, drop us a line.
► North Oaks Health System | Accelerating the Growth of Leaders
A period of rapid expansion and growth at North Oaks Health System led to significant internal promotions of its workforce into managerial and leadership positions. The community-based hospital organization engaged SSA to assess its current makeup of all supervisors across all levels of the organization, and to provide training and feedback to aid in the growth and development of these key executives and leaders now tasked with managerial and supervisory duties to sustain and build upon this rapid growth across the organization.
SSA worked with North Oaks to identify 150 managers and supervisors across the organization to participate in the leadership development process through which every manager completed the assessments included as part of the Hogan Leadership Forecast Series. Following the completion of the assessments, SSA conducted one-on-one coaching feedback sessions with each manager with the goal of interpreting the survey results, identifying critical leadership behaviors for the purpose of soliciting feedback, and beginning the process of creating a Personal Leadership Development Plan. To help participants develop greater self-awareness of personal strengths and opportunities for development, SSA facilitated multiple “Wrap-Around Leadership Training” group sessions that included all supervisors within the organization. In addition to individual coaching and these wrap-around sessions, SSA conducted several teambuilding sessions to strengthen cohesion among vertical natural workgroups and supervisory team members within the organization.
Upon project completion, SSA conducted a participant-wide survey with both quantitative and qualitative question sets. Findings included high levels of satisfaction with consultants’ facilitation skills, interaction with groups, instructors’ energy and enthusiasm, and usefulness of information presented. Additionally, respondents reported increased levels of awareness for personal behavior and an understanding of the importance of receiving feedback from others. Moreover, open-ended responses from program participants supported conclusions drawn from quantitative data and confirmed participants’ commitment to personal development, organizational growth and team development. Because of SSA’s work on this project, North Oaks Health System requested SSA’s support to develop a selection profile and screening tool for all new physician hires at the hospital. In addition, the organization continues to turn to SSA to assist them in profiling new hires and with many of its subsequent leadership development efforts.