Tag: leadership coaching

Unleashing Versatile Leaders in a VUCA World

Posted on | by Tenice Wehmeyer

 

Unleashing Versatile Leaders-Insights from Hogan Assessments

Introduction: Unleashing Versatile Leaders in a VUCA World – Insights from Hogan Assessments

In today’s rapidly changing and complex business landscape, effective leadership has become more crucial than ever. The ability to navigate a VUCA (volatile, uncertain, complex, ambiguous) world requires leaders who possess versatility, adaptability, and a proactive mindset. In this article, we explore how Hogan Assessments can identify and develop versatile leaders. We delve into the scales that predict adaptability, problem-solving, flexibility, and driving change, while also discussing trending topics in leadership development that are shaping the future of effective leadership.

The Evolving Landscape of Leadership Development

Leadership development is undergoing a significant transformation to keep up with the evolving demands of the business world. As organizations face unprecedented challenges, new approaches to leadership are emerging. Remote leadership, inclusive leadership, and digital leadership are just a few of the trending topics that highlight the need for leaders to adapt to technological advancements, embrace diversity and inclusion, and lead remote or hybrid teams effectively. These emerging trends are having an unprecedented impact on the development of versatile leaders.

The Power of Hogan Assessments in Identifying Versatile Leaders

Hogan Assessments offer a scientifically validated approach to assessing leadership potential. By measuring personality characteristics, Hogan Assessments provides valuable insights into an individual’s strengths, weaknesses, and leadership style. These assessments go beyond surface-level observations, delving into deeper layers of personality traits that predict success in VUCA environments, such as Adapting to Ambiguity, Anticipating Challenges, Embracing Change and Driving Transformative Change. Hogan Assessments help organizations identify individuals with the potential to excel as versatile leaders, offering a solid foundation for targeted development initiatives.

Adapting to Ambiguity: Predicting Leader’s Success in Uncertain Times

Ambiguity is a defining characteristic of the VUCA world. Leaders who can navigate through ambiguity with confidence and make sound decisions are highly valuable. Hogan Assessments uncover the scales that shed light on a leader’s ability to embrace ambiguity. We delve into traits such as adaptability, comfort with uncertainty, and strategic decision-making, which are essential for leaders facing complex and unpredictable situations. By comprehending these scales, organizations can identify and develop leaders who excel in uncertain situations.

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Anticipating Challenges: Fostering Proactive Problem-Solving

Proactive leaders who anticipate challenges and take preventive action are instrumental in driving organizational success. Hogan Assessments reveal the scales that reflect a leader’s propensity to foresee problems. Traits like critical thinking, resilience, and pattern recognition are essential for effective problem-solving. By identifying and developing these traits, organizations can nurture leaders who are adept at analyzing situations, identifying potential obstacles, and taking proactive measures to address them.

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Embracing Change: Building Flexible and Resilient Leaders

Flexibility and adaptability are paramount for leaders in a VUCA world. Hogan Assessments illuminate the scales that capture a leader’s capacity to adapt and embrace change. Traits such as resilience, agility, and openness to new ideas enable leaders to navigate shifting landscapes, inspire their teams, and drive positive outcomes. Organizations that identify and develop these traits can cultivate leaders who thrive in dynamic environments and lead with resilience and flexibility.

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Driving Transformative Change: Unleashing Innovative Leaders

Leaders who drive transformative change are catalysts for organizational success. Hogan Assessments provide insights into the scales that capture a leader’s ability to inspire and lead innovation. Traits associated with visionary thinking, ability to influence, and adaptability to change are essential for driving successful transformations. By identifying and nurturing these traits, organizations can foster leaders who inspire creativity, champion innovation, and drive positive change within their teams and organizations.

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Conclusion:

In the ever-evolving landscape of leadership development, Hogan Assessments offer valuable insights into the identification and development of versatile leaders. By leveraging the power of Hogan Assessments, organizations can gain a deeper understanding of their leaders’ potential and equip them with the necessary skills to thrive in a VUCA world.

At Wehmeyer Leadership Coaching, we understand the importance of identifying and developing versatile leaders. Our experienced coaches utilize Hogan Assessments to assess and unlock the leadership potential of individuals. Through personalized coaching and tailored development programs, we empower leaders to embrace their strengths, address their developmental areas, and cultivate the skills necessary to excel in a VUCA world.

The ability to respond to the challenges of a VUCA world with versatility is a critical attribute for leaders. Hogan Assessments provide a powerful tool for identifying and nurturing versatile leaders by uncovering the personality traits that contribute to their success. By embracing the emerging trends in leadership development and leveraging Hogan Assessments, organizations can build a robust leadership pipeline that is prepared to navigate the complexities and uncertainties of the future. Join us at Wehmeyer Leadership Coaching on this transformative journey of developing versatile leaders who will shape the future of organizations and drive sustainable success.

Contact Wehmeyer Leadership Coaching

Are you ready to unlock your leadership potential and thrive in a VUCA world? Take the next step on your leadership journey by contacting Wehmeyer Leadership Coaching today. Our experienced coaches are dedicated to helping you develop the skills, mindset, and resilience needed to navigate challenges and drive meaningful change. Whether you’re an emerging leader or an established executive, our tailored coaching programs will empower you to reach new heights of success. Don’t wait any longer – contact us now and let’s embark on this transformative leadership journey together.

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360 Stakeholder Interviews: Enhancing Leadership

Posted on | by Tenice Wehmeyer

 

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Introduction: What are 360 Stakeholder Interviews?

As a leader, it’s important to have a clear sense of your performance and how others view your leadership style. While your own perception and that of your immediate supervisor can be useful, it’s also a good idea to gather feedback from a wide range of other perspectives. This is where 360 stakeholder interviews come in. At Wehmeyer Leadership Coaching, we call these interviews “360 Lives” and they are a powerful tool for leaders and teams looking to gain a holistic view of their performance and identify areas for improvement.

Through the 360 Live process, leaders can collect feedback from a variety of sources, including direct reports, peers, supervisors, and external stakeholders. This can provide valuable insight into their strengths and weaknesses, as well as blind spots that they may not have been aware of. By seeing themselves through the eyes of others, leaders can gain a more accurate understanding of their performance, and identify areas where they need to focus  their  development efforts.

The Benefits of 360 Stakeholder Interviews for Leadership Development

One of the key benefits of a 360 stakeholder interview is that it provides a holistic view of the leader’s performance. Rather than relying solely on the leader’s own perception or that of their immediate supervisor, a 360 interview collects feedback from a wide range of perspectives. This can help leaders gain a stronger understanding of their unique strengths, opportunities for growth, and necessary areas of improved awareness or focus. 

What Perspectives can be Included in a 360 Stakeholder Interview?

360 stakeholder interviews typically involve collecting feedback from a variety of perspectives, including:

  • Direct reports: employees under direct management of the leader being assessed.
  • Peers: colleagues at the same organizational level as the leader being assessed, such as other department heads or managers.
  • Supervisors: the leader’s own supervisor or other higher-level managers.
  • Subordinates: employees who do not report directly to the leader, but work closely with them on a regular basis.
  • Customers: clients or customers who interact with the leader or their team.
  • Partners: individuals or organizations that collaborate with the leader or their team.
  • Suppliers: vendors or other suppliers who work with the leader or their team.

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The Importance of Multiple Perspectives in Leadership Evaluation

According to insights from ‘The Predictive Index,’ it is essential for leaders, including senior leaders, to be reviewed by individuals at all levels of the company, as ‘trust in the leadership team’ has been identified as a top driver of engagement.

Including feedback from these different perspectives can provide a more comprehensive picture of the leader’s standout attributes and help identify areas for improvement. Additionally, by gathering feedback from a variety of stakeholders, leaders can gain insight into how their actions and decisions impact others and the organization as a whole.

360 stakeholder interviews allow leaders to see themselves as others see them. This can be especially valuable for leaders who may be inclined to overestimate their strengths or downplay their weaknesses or vice versa. By seeing themselves through the eyes of others, leaders can gain a more balanced perspective on their performance and identify areas where they need to focus their development efforts. Click here to learn what kind of questions are typically asked during a “360 Live” interview.

Using 360 Stakeholder Interviews to Identify Blind Spots and Areas for Improvement

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Blind spots are areas where leaders may not be aware of their weaknesses or where they may be unintentionally causing friction within their team. By gathering feedback from a variety of stakeholders, “360 Lives” can help leaders identify blind spots and work to address them. Additionally, by identifying areas for improvement, leaders can focus their development efforts in a targeted and effective way.

Improving Communication and Relationships with 360 Stakeholder Interviews

360 stakeholder interviews can also be an effective tool for improving communication and relationships within a team or organization. By collecting feedback from a variety of stakeholders, leaders can gain insights into how their behavior and communication style impact others and identify areas where they may need to make adjustments to better support their team. This can lead to more open and effective communication, and stronger, more cohesive teams.

Combining “360 Lives” with Coaching for Maximum Impact

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At Wehmeyer Leadership Coaching, we have found that 360 Live stakeholder interviews can be particularly effective when combined with coaching. With the guidance of a skilled coach, leaders can use the feedback gathered through a 360 interview to develop actionable strategies for improvement, and work to implement these changes in their daily leadership practices. This can help to reinforce the learning and development process, and ensure that leaders are able to make lasting changes to their behavior and leadership style.

To gain further insights into the power of combining 360 stakeholder interviews with coaching, check out this informative article by Tomas Chamorro-Premuzic on Forbes: ‘How to Use 360-Degree Feedback for Executive Coaching.”

Conclusion: Leveraging 360 Stakeholder Interviews for Leadership Development

In conclusion, 360 stakeholder interviews are an essential tool for leaders and teams looking to improve their performance and communication. By gathering feedback from a wide range of stakeholders, leaders can gain valuable insights into their strengths, weaknesses, and blind spots, and work to develop targeted strategies for improvement. When combined with coaching, these interviews can be even more effective, providing a powerful catalyst for growth and development.

At Wehmeyer Leadership Coaching, we believe that 360 stakeholder interviews, or “360 Lives,” are a critical component of effective leadership development. If you’re interested in learning more about how these interviews can benefit your leadership style and team’s performance, don’t hesitate to contact us. Our experienced coaches can work with you to tailor the interview process to meet your unique needs and goals, and guide you through the process of using feedback to drive growth and improvement. Contact us today to learn more.

Contact Wehmeyer Leadership Coaching

If you’re interested in learning more about how the 360 Live process can benefit your leadership development or team’s performance, don’t hesitate to contact us at Wehmeyer Leadership Coaching. Our team of experienced coaches can work with you to tailor the interview process to meet your unique needs and goals, and guide you through the process of using feedback to drive growth and improvement. Contact us today to learn more.