Similar to the LVA, the LDR is a powerful coaching tool for promoting self- awareness, personal transformation, and an understanding of the actions a leader needs to take to realise his or her full potential. The LDR compares a leader’s perception of his or her operating style with the perception of their superiors, peers and subordinates. Assessors also get the opportunity to indicate how they believe the leader needs to change to help them become the best leader they can be. Emphasis is placed on a leader’s strengths, areas for improvement, and opportunities for growth.
Differences with the LVA
There are three main differences between the LDR and the LVA. First, LDR asks the assessors to rate the leader against a prescribed set of 26 full spectrum ‘behaviours’ that our research has shown to be significant. The LVA on the other hand, allows assessors to write free form responses to questions about the leader’s strengths and areas for improvement. Second, the LDR delivers a fully automated report, whereas the LVA is hand written by one of our analysts. Third, the LDR uses a standard template of values, whereas LVA template is customised to reflect the cultural attributes of your organisation
The LDR deepens your understanding of what you need to do to become an authentic, ‘Full Spectrum’ leader.
The LDR measures personal entropy and how you are contributing to the Cultural Entropy of the organisation.
Fast Turnaround – The LDR can be delivered to you in 3 working days of the completion of the on-line assessment.
Multiple Languages – The online survey and plots are available in multiple languages. Additional languages can easily be added. Unlike the LVA the LDR is produced with a fully translated report rather than in English only.
Description of Leadership Development Report (LDR) & Process
The LDR shows leaders how their leadership style is perceived by their assessors and allows them to compare this to their own view of how they lead others. In addition assessors will identify the 10 values/ behaviours which they believe will help the leader to develop.
In addition the report identifies 26 areas, mapped to the Seven Levels of Leadership Consciousness Model, against which both leaders and their assessors have clarified to what extent they believe the area to be a strength, an area for development or for them not relevant in their current role.
This data helps leaders and their coaches put together an action plan to support them in their continuing development.
Description of the LDR Process
The LDR process uses a standard leadership values template. Clients can choose to customise this template at additional cost. Leaders are then asked to go to a password-protected website to select ten values that most represent their operating style. They are then asked to rate themselves against a number of set leadership behaviours to state whether they believe these are strengths or areas for development. Fifteen to twenty assessors, chosen by the leader, also go to the password-protected website to select ten values that represent the leader’s operating style; ten values they believe are important for the leader to help them become the best leader they can be; rate the leader against a number of leadership behaviours; and any other comments they wish to give as feedback to the leader. The values and behaviours chosen by the leader and the assessors are mapped to the Seven Levels of Leadership Consciousness.
The LDR should be analysed by a coach to highlight key strengths and development areas and is debriefed in a two-to-three hour feedback session. The leader and the coach together develop a detailed action plan to improve the performance of the leader.