Dialogue between leaders produces not only shared understanding, alignment and buy-in, but a rich data stream from which to tell whether your leadership team is prepared to lead or not.
“Smile sheets”, surveys, and completion rates can be useful. But multiple sources of data drawn from conversations, behavior over time and outcomes ‘on the ground’ are better.
The only way to truly know whether leadership is changing or improving is to measure, track and encourage it over time.
The ultimate goal is to ‘connect the dots’ between what a company is doing to develop its leaders, how strong or weak they are, and business outcomes. We help clients measure those relationships so that they can allocate resources better while gaining peace of mind on their most important asset- their leadership teams.
For a leadership team to succeed in implementing a new idea (or an even an old one), a number of things must be in place:
Engagement – They must engage with the idea—reading about it, analyzing it, reflecting on it, discussing it.
Understanding – They must understand it—deeply—and have the knowledge and skills to implement that understanding.
Advocacy – They must believe in it, changing their hearts and minds and becoming advocates for change.
Barriers and Solutions – They must see problems and preemptively identify their solutions as an integrated unit.
Follow Through – And finally, they must act as an integrated unit- implementing the game plan over time as one team.
CorpU measures each of these factors using multiple methods and sources of data so that our clients can see whether or not their programs are creating these conditions, and in turn, whether those conditions are moving the company forward.
We believe that by combining new advances in knowledge, method, and technology, we can measure the efficacy of your leadership development programs and the strength of your leadership teams much more effectively than you do now.