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Leadership Skills Development:
Section Five: Versatility and Organizational Development Skills
Organizations are a complex form of organism with constantly changing needs and dynamics. It takes highly developed and skilled leadership to successfully navigate those waters.
In this final installment of our review of CRG's Transforming Leadership Model and our Leadership Skills Inventory–Self, we outline the most advanced leadership skills required to lead an entire organization, whether it is a small family business, a not-for-profit group, or a Fortune 500 company.
The influence of leadership is felt in every walk of life, from family dynamics and nonprofit organizations to governments, education, and small and large businesses.
This article is the 6th in a 6-part series where we outline the critical leadership-development skills required by individuals to successfully lead self, others, and organizations.
- In Leading The Way 63, we outlined the 12 Transforming Leadership Principles required to implement leadership skills successfully with individuals or groups. Without agreement to the principles, there is little chance a person will become a Transforming Leader.
- In Leading The Way 64, we addressed the importance of Self-Management Skills. Before you can lead others, you must be able to manage yourself and your environment.
- In Leading The Way 65, we outlined 12 critical Interpersonal Communication Skills that ALL leaders require to lead effectively and communicate well with others.
- In Leading The Way 66, we outlined 12 critical Coaching, Counseling, and Problem-Management Skills that ALL leaders require to coach others to higher levels—even acceptable levels—of performance.
- In Leading The Way 67, we outlined 12 critical Consulting and Team-Development Skills that any leader responsible for a group must know, to build an effective team.
- In this Leading The Way 68, we outline 12 critical Versatility and Organizational Development Skills that any leader responsible for a business or company must know to build an effective organization.
As we progress through the Leadership Skills Inventory–Self, the complexity of the skills sets increases—and so do the abilities necessary to implement them. Some individuals in leadership roles simply don't have those skills and there's little chance they'll ever develop the abilities required to lead a team successfully.
In the last year, we have observed incompetent leaders and leadership—AIG, Lehman Brothers, Fanny May, Freddy Mac, Chrysler, GM—the list goes on.
Just because someone is paid several million dollars a year as CEO of a company does not mean that person is effective on the job. My experience in 20 years of consulting is that organizations become institutionalized in the way they lead and manage—mostly in a dysfunctional manner.
I was witness to that many years ago when an abusive regional manager was promoted to National VP—his aggressive kick-butt style was what senior management felt got results. No doubt he worked hard, but I was present at one meeting where he screamed and swore (every second word!) while berating his team members. Hey, that's inspiring, motivating leadership. Not!
Last week, the US Car Zar reported on the automotive bailout process. His first comment was the appalling state of mismanagement and incompetent leadership at all levels of both Chrysler and GM. For years, big egos protected the status quo in those companies. You can't sustain an organization on that basis. Sooner or later, it will fall.
Transforming Leadership™ is an in-depth model and leadership development framework that can take individuals years to master. But then again, if 747 pilots could get their license during a weekend course, I suspect most of us would not be flying. What I am saying is that leadership competency takes time and effort—the right effort.
As you complete the following section of CRG's Leadership Skills Inventory–Selfon yourself, reflect on other leaders—those you respect and those you don't. In most cases, you will see a correlation between the skills rating you would give them and your level of respect for their leadership abilities.
Note: The following information is from Section Five of CRG's Leadership Skills Inventory – Self, written by Terry Anderson, PhD, and Ken Keis, MBA, and based on our book Transforming Leadership.
Review the following 12 Versatility and Organizational Development Skills below.
Use this scale to rank your responses.
The Scale |
This skill is new to me;
I cannot do it.
|
1 to 2 |
I understand the skill,
but I cannot do it. |
3 to 4 |
I can perform this skill,
but not reliably. |
5 to 6 |
I perform this skill well,
in many/most situations. |
7 to 8 |
I perform this skill well,
and I can teach others, too. |
9 to 10 |
Please note: When you answer 9 to 10 on the rating scale, you are stating you are competent in the skill, AND you can teach it to others.
Your
Response |
|
12 Transforming Leadership
Versatility and Organizational Development Skills |
|
1 |
Assess: You are able to assess the predominant style tendencies of another person, group, or organization to more effectively approach and interact with the environment, which includes people, tasks, time, and situations. |
|
2 |
Shift: You can shift to appropriate style behaviors that match the styles of others. |
|
3 |
Assess: You can determine what approach is most appropriate to use with a person and situation: A Communications, coaching, or consulting role. |
|
4 |
Shift: You can shift to the most appropriate role that matches the requirements of the situation. |
|
5 |
Assess: You have situational awareness and can assess which skills would be appropriate to use in various situations. |
|
6 |
Shift: You can shift and apply the appropriate communication, coaching, and consulting skills, as required. |
|
7 |
Recognize: You recognize the five stages of group and organizational development.
Stage One: Design, Orientation, Consensus, Commitment
Stage Two: Making the Transition, Overcoming Resistance to Change and Obstacles
Stage Three: Doing the Work of the Group
Stage Four: Transitioning from Entrepreneurial Leadership to Professional Leadership
Stage Five: Learning from Feedback and Celebrating Achievements |
|
8 |
Facilitate: You can facilitate a group or organization through the five stages of organizational development. |
|
9 |
Facilitate: You can facilitate crossfunctional continuous-improvement teams to successfully process all programs and leverage all opportunities in the organization. |
|
10 |
Assess: You can assess the skills of other leaders and supervisors and help them plan for their development. |
|
11 |
Coach: You are able to coach other leaders to be more effective leaders. |
|
12 |
Lead: You can lead global internal and external environmental scans and are able to initiate pro-active responses to ensure the future success of the entire organization. |
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‹ Your Total
|
Here is what the various totals are indicating.
| Total 12 to 24 |
Unaware of skills and not competent |
| Total 25 to 48 |
Aware of skills but not competent |
| Total 49 to 72 |
Aware of skills and inconsistently competent |
| Total 73 to 96 |
Consistently and unconsciously competent |
| Total 97 to 120 |
Consistently competent and can teach others |
- A score of 96 or higher indicates you have a high degree of confidence in your ability to perform the skills in the self-management section.
- A score of less than 96 indicates you likely would benefit from some type of coaching or training in the specific items where you responded with an answer of less than 8.
So how did you do?
- Did you have responses where you gave yourself less than a score of 8? If you are expected to train others in those specific skills, you should work to raise your score to 9 or 10.
- How can you improve and develop those "less than 8" areas? What training, coaching, and educational program(s) would help you increase your response and capabilities?
To determine what others think, one option is to have people provide you with 360° feedback, using CRG's Leadership Skills Inventory – Others. Some individuals grossly overestimate or underestimate their leadership skills. Feedback from others helps add another perspective to the picture of a person's leadership skills ability.
How can you lead others if you can't successfully support teams/groups?
You can't.
Are you a leader? Do you know someone in a leadership position? The Leaderships Skills Inventory–Self is a benchmarking tool to confirm what you can and can't successfully implement as a leader. Every single leader will benefit from this process. This assessment will not create your results; it will show you what is already true. Denial and avoidance are negative responses.
Click the link below to take your full LSI–Self today, forward it to your leaders, and recommend it at your next management meeting as an important development option.
If you want to rate your leadership skills or those of others—compared to highly successful Transforming Leaders, click the link to immediately access the online version of the Leadership Skills Inventory–Self.
Note: For a full debrief for each Principle and the 60 leadership skills, consider investing in our 300-page hard-cover book, Transforming Leadership. |
CRG Assessment Systems Certification Workshop (Formerly TTT I)
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If you are a leader or an independent or internal professional developer desiring to make a difference in other people's lives, this CRG Assessment Systems Certification workshop event is for you!
Find out why CRG's Personal Style Indicator (PSI) and our other assessments are preferred by over 80% of professionals who—once they attend this CRG workshop—no longer feel comfortable using alternatives like MBTI, DiSC, and True Colors.
Even more critical, you will learn about CRG's holistic and congruent solutions that our assessment systems and resources provide for you and your clients. No longer are professional developers forced to source multiple suppliers to meet their clients' needs—from wellness, leadership, self-worth, values, sales, entrepreneurship, team development, and much more.
To have credibility using CRG's transforming resources with others, experience the power of our processes first hand.
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Take yourself and your organization to the next level.
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CRG's NEW Corporate Learning Center (CLC)
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Special Promotion
3-Month Free Trial Offer (For The First 10 Inquires)
on CLC Subscriptions Level 1: Up to 100 users
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Learn Why Professionals Prefer the Flexibility
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The Corporate Learning Center is designed specifically for
- CRG's corporate and institutional clients;
- people responsible for larger groups; and
- individuals who wish to engage CRG's Online assessments to manage their employees, clients, and participants easily.
All corporate users are stored under the umbrella of your own Corporate Learning Center. This private learning-center setup does not show any CRG site navigation.
Each Corporate Learning Center can support a hierarchy and permissions
of up to 10 levels—enough for a big international company to set up offices
in locations around the globe.
- In CLC's Management Console, you can create organizational units (groups), you can add users, and you can distribute assessments.
- As an administrator or an individual with permission, you can view the results of others and be notified that the assessments have been completed.
- Manager's Job Style Indicator (JSI)—more than one person can complete a JSI on a single job or position. Through this process, the hiring and/or succession team can determine the best style characteristics needed to fulfill a specific position. This assessment is accessible only via the CLC.
- Job Style Indicator Compatibility Reports—you can have several applicants' PSI results compared to a completed JSI. This option of comparing multiple applicants to one position is possible only through the CLC interface and digital dashboard.
Coming Soon: More Options for the CLC
- Style 360° assessments—someone can complete the PSI, SSI (Sales Style Indicator), or ISI (Instructional Style Indicator) on you. Watch for upcoming announcements.
The intuitive style built into the CLC makes the administration of CRG Online assessments and reports easy!
Corporate Learning Center Private Login
The CLC is your organization's private entrance into the CRG assessment center. No CRG site navigation or links will appear in your CLC. All participants in your CLC will login from your co-branded landing page, created specifically to serve you and your constituents.
Subscription Fees Apply to the CLC
Subscription fees are based on the number of users within the Corporate Learning Center. As the administrator, you can add or delete participants at your discretion.
Purchase the subscription level that will work best for you!
CRG Corporate Learning Center Subscription Rates
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Yearly |
SAVE |
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$49 |
$500 |
$98 |
101–250 |
$99 |
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251–500 |
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$398 |
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$399 |
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$798 |
1001–2500 |
$699 |
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$1398 |
2501–5000 |
$999 |
$10,000 |
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5001+
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Basic Package for Permitted Users
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You save even more money when you are a CRG Affiliate or Associate.
How? CRG's Affiliate Fee discounts apply to the CLC subscription fee.
| Please Note: |
If you decide to discontinue your subscription,
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We will add additional features and capabilities to the CLC in the coming months. |
| Who: |
Ken Keis Presents |
| What: |
Assess for Success – Learn how assessments improve your effectiveness, increase your credibility, and immediately enhance your results.
The Association for Career and Technical Education (ACTE) |
| Where: |
Gaylord Opryland Resort Hotel & Convention Center
Nashville, Tennessee |
| When: |
November 19, 20, 21, 2009 |
| Register: |
Register Now |
| Who: |
Ken Keis – Guest Speaker |
| What: |
Private Event: Department of Justice |
| Where: |
Vancouver, British Columbia |
| When: |
December 2, 2009 |
| Who: |
CRG Sponsor |
| What: |
Canadian Association of Professional Speakers Conference |
| Where: |
Calgary, Alberta |
| When: |
December 2, 3, 4, 2009 |
| Who: |
Ken Keis Presents CRG Assessment Systems Certification |
| What: |
Private Event: CSX Transportation |
| Where: |
Jacksonville, Florida |
| When: |
December 9, 10, 11, 2009 |
| Who: |
Ken Keis Presents |
| What: |
CRG Assessment Systems Certification Workshop (TTT1) |
| Where: |
Vancouver, British Columbia |
| When: |
January 28, 29, 30, 2010 |
| Register: |
Register Now |
| Who: |
Ken Keis Presents |
| What: |
Living On Purpose: From Mediocre to Meaningful
Caareer Management Association of BC – CDC Conference |
| Where: |
Marriott Vancouver Pinnacle Downtown Hotel
Vancouver, British Columbia |
| When: |
March 8, 9, 2010 |
| Register: |
Register Now |
| Who: |
Ken Keis Presents |
| What: |
CRG Assessment Systems Certification Workshop (TTT1) |
| Where: |
Vancouver, British Columbia |
| When: |
April 22, 23, 24, 2010 |
| Register: |
Register Now |
| Who: |
Ken Keis Presents |
| What: |
Communication: Connecting in a Disconnected Society
Canadian Counselling and Psychotherapy Association (CCPA) |
| Where: |
Delta Prince Edward Hotel
Charlottetown, Prince Edward Island |
| When: |
May 11, 12, 13, 14, 2010 |
| Register: |
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Welcome Ruth Warkentin to the CRG Team in the role of Sales and Marketing Administrator.
Ruth will be supporting all the administrative needs of the sales and marketing team and will be pro-actively involved in managing CRG's online digital content.
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CRG has been selected as a global resource partner for the International Coaching Federation (ICF). CRG is part of an exclusive group, acknowledged as preferred providers to ICF members all across the globe.
www.coachfederation.org
CRG is looking for a partner to help update the latest version of our Personal Style Indicator into French. If you know someone who can assist with this, please contact Eleanor.Contact: Eleanor@crgleader.com
Printing Error— To Your Benefit
Recently, in the process of printing some PSIs, the printer's computers malfunctioned. The content of that batch is the same as our perfect PSIs, but some of the fonts don't match our master files.
Rather than recycling those assessments, we are offering them to you at $2 each, plus shipping and handling.
There are strict guidelines for your use of those PSIs.
- They are for your promotional use only!
- You may not use them in any paid program, charge others for them, or charge for your service while using them. Complimentary is stamped on the cover and on the word list.
If you would like to order some of those PSIs, please contact CRG directly. Discuss your needs with Sheila.
Contact: Sheila@crgleader.com
Reminders:
- Please update ALL your links to CRG products and to other areas on the CRG Website. The product and banner links from the old CRG Website are no longer operational.
- Simply go to the Partner area to upload the new images and Partner links.
Please...
If you find any errors or difficulties in the new site, please contact CRG immediately.
We will respond quickly to correct programming mistakes.
CRG President and CEO Ken Keis is available as a conference speaker and radio and TV guest—and for interviews in print.
 Perhaps some of you are not aware that Ken Keis has conducted more than 2000 presentations over the past 20 years. Few individuals in the speaking profession have ever achieved that milestone. In addition, he has written over 3 million words of content for the CRG assessments, tools, and resources.
You may wish to share his expertise and experience with your constituents. Ken is available for speaking, training, and most media events.
From career development, living on purpose, sales, leadership, wellness, communications, assessments for professional engagement, and more, Ken can inspire your group.
To see Ken in action, please click on this link.
http://kenkeis.com
Find out more about Ken´s topics and availability.
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