How it works

Once competencies are defined and participants are identified, it is possible to conduct a more detailed needs analysis. This involves collecting data on each potential program participant from their direct superior and generating an aggregated "gap" analysis that reveals group-level weaknesses that need to be addressed by the selected development programs. Individualized, or unique weaknesses, are addressable by other means.  

looks_oneExecutive leadership interviews or surveys

Competency ratings are an essential element of leadership development. They are conducted in two primary methods: 1) scheduling time with each supervising executive to discuss and collect competency ratings for each of their direct reports or 2) scheduling a meeting to prepare the executives for completing the rating exercise individually. In both methods, a competency rating form is leveraged to collect the individual data.