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LaFargue Leadership Solutions
Colleagues at Work
Reviewing Reports at Desk

Assessments

Assessments provide an objective base from which to grow.  For example, suppose you are on a hike in a forest and become lost.  You have a map and a compass.  But you need one other critical piece of information:  your present location.  If you can’t find your location on the map, you won’t be able to make it back to your camp.  However, if you have a GPS, you can determine your location on the map.  Once you know your location, you create a bearing (route) from where you are to where you want to go. 

Like a GPS, assessments tell you where you are.  Once you know where you are, you can then create a goal for your growth.  If the goal is based on a valid assessment, you have a strong foundation to create your goal.  If the goal is not based on an assessment, you may be led astray.  All the assessments I use in my coaching practice are strong assessments with high reliability and validity.  These are the assessments I use:

Leadership Coaching

developed by Kaiser Leadership Solutions

  • The LVI 360 feedback assessment measures how you, the leader, are seen and perceived by your peers, customers, direct reports and superiors.  This assessment allows you to understand how others perceive the effectiveness of your leadership.

     

    100+ years of research in psychology and management have identified two key aspects of leadership: the interpersonal how, and the organizational what.  The LVI 360 measures these two key elements of leadership, specifically, how a leader interacts with and influences others and what a leader focuses the organization on.  There are four main categories of behavior measured by the LVI 360:

    • Forceful: behaviors that create a sense of urgency

    • Enabling: behaviors that engage employees

    • Strategic: behaviors that define and plan the future

    • Operational: behaviors that execute the plan

     

    Most importantly, these behaviors fire the engines of organizational performance: Forceful, Enabling, Strategic, and Operational.

  • This assessment describes your personality and how it impacts your leadership behavior.  It shows how your core values, performance facilitators, and potential career derailers are woven together to create your unique personality. In essence, this assessment provides you with a clear understanding of what makes you tick, your strengths, and your potential career derailers.

  • The Progress Report allows for the accurate measurement of results from your coaching engagement.  The report lists the specific behaviors, skills, and competencies that you have chosen to develop in order to improve your leadership. Your peers, employees and managers are then asked to rate the degree of improvement or setback they observe, which in turn, makes you accountable for achieving your developmental goals.

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    The content of the report is client customized. You can tailor a Progress Report to measure only those behaviors, skills, and competencies identified as your highest priority.  It has a patented, intuitive rating system that quickly and clearly shows where your performance has improved, remained unchanged, or decreased.  Plus, it provides clear feedforward for how to continue improving by showing what to do more, what to do less, and where improvement is right on target.  In addition, the Progress Report guides future improvement by providing a clear picture of what to do next, showing you how to keep learning, developing, and improving.  

developed by Dr. Brendan Reddy

Team Coaching

  • A Real Time Group Level Assessment (RTGLA) is an assessment process that involves team members working together to assess the effectiveness of their team. 

     

    When I first began my work with teams, often I was asked to do an assessment.  I would then interview the team members and based upon that data, would develop a diagnosis and recommendations for improvement.  The result?  Both my assessment and recommendation were ignored.  Why?  Because the report, though based upon the team members data was based on MY recommendations.  Team leaders and members rejected my recommendations because they did not have a hand in defining the team’s shortcomings and developing recommendations.  The solution? Find an assessment process to help the team assess itself and develop their own recommendations.  By using this assessment process the solution was not only accepted but implemented.  Why?  Because it was their data, owned by them.

     

    By using the Real Time Group Level Assessment, team members generate and evaluate data, use the data to diagnose the team’s performance and, most importantly, develop action plans to create a high performing team.  Here are some features of assessment process: 

     

    Collaborative: Participants work together to generate and analyze data and prioritize ideas.

    Action-based: Participants work towards actionable change that benefits themselves and their community. 

    Empowering: Participants share their experiences and gain empowerment to work together for change. 

    Interactive: Participants engage in interactive small group conversations to share and hear diverse perspectives. 

    Professionally Led: I guide the participants through a structured RTGLA session, helping them have a meaningful discussion about the team’s effectiveness and efficiency.

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