An organization’s ability to thrive in challenging times is largely determined by the quality and effectiveness of its leadership. Organizations can change their future by developing their leadership talent to meet current and future needs. The Leader NavigatorTM, based on Wilson Learning’s Integrated Leadership Model, diagnoses the current state versus future needs for your leadership talent, guides the development investment for optimum effectiveness, and supports an environment where learning to lead better is an essential part of a leader’s job.
The Leader Navigator diagnoses where your leaders are in terms of the Integrated Leadership Model’s four roles. Three “off-the-shelf” configurations adapt the competencies from these roles to fit three leadership levels: Performance Leader, Growth Leader, and Strategic Leader. Performance Leader (first level) competencies, for instance, focus primarily on Tactician and Contributor skills.
The Leader Navigator 360-degree feedback instrument brings the Integrated Leadership model into practical use. This assessment easily configures to include different mixes of competencies across the roles to best describe your leadership environment and structure.
The Leader Navigator, as a diagnostic feedback instrument, adds value for individual leaders by powerfully highlighting what they need to develop. This assessment shows the gaps between the leadership the organization has and the leadership the organization needs. This gap will help chart a path for the overall effectiveness of the leadership development investment. For individual leaders, learning strengths and weaknesses is a foundation to developing into better leaders.
The Leader Navigator provides high flexibility, from configuration and customization through data collection, feedback, planning, and beyond. Implementations start with a Virtual Kick-Off Meeting to set expectations, gain alignment, and set up schedules. The feedback collection process is completely Web-based; the Development Planning Session itself can be delivered face-to-face or as a webcast.
After the Development Planning Session, individual coaching is recommended. This option can provide a wide variety of development activities to help leaders grow to the fullest degree possible. In the Organizational Results Planning Session, aggregate trends are reported to help your organization base its development investment priorities on data collected directly from your leaders and those whom they impact.
Wilson Learning has a very flexible capacity for instruments like The Leader Navigator, customizing and delivering more than 400,000 reports in less than one year.
Leaders plan and prioritize their continuing development as part of the feedback process. Leaders receive specific recommendations for how they can most effectively develop their capabilities in the form of on-the-job activities, books, and training courses.
Wilson Learning can support further development in the form of appropriate leadership development programs for group needs or coaching to meet individual needs.
Results are combined in one or more organizational reports to show the actual patterns of strengths and development needs within the population of leaders.
As part of our standard service, we present these results in a webcast briefing to senior leaders, as described above. Many organizations use this report as a needs analysis to target their development resources where they are most needed. Optionally, reports can be generated for various subgroups of the whole organization to get an accurate reading of the specific development needs of leaders within a department or division.
To learn more about measuring the impact of learning, visit Measurement.