A Structured Approach to Assessing the Talent, Collaboration and Execution of your Executive Team

8957028_sWhat single most important leadership quality are you missing on your executive team? And what if you don’t know the answer?

The Business Case is Clear

An organization will never outperform its leadership team. How talented is your executive team? You need powerful diagnostics to prove it. With the proper tools and expert interpretation, you will discover the potential of your team and identify specific development as needed. Think of it as an executive MRI. Does your executive team collaborate efficiently? Do your members disagree effectively? Do you have the talent you need to significantly outperform your competition? Does your budget reflect leadership team development as a business priority? If your company is not #1 in your industry and you are consistently frustrated with your bottom line results, our executive assessment can tell you why. If your company has been doing well financially, but you are positive opportunities are consistently being missed, we can identify where breakdowns are occurring. If you have a nagging feeling money is being left on the table, let us tell you for sure. Top-performing companies understand the power of building a great executive team. Their success – and solid research – proves it. Those that annually invest in the ongoing development of their leaders rely on assessments to guide the process. Of course, assessment data is only as good as the commitment throughout every level of the organization to act on it. With the correct diagnostics come powerful interventions to help leaders develop in specific areas.

Step 1: Data Collection & Needs Identification


No targeted development can occur until our assessment is complete. We offer an array of resources to gather data and gain a full understanding of each of your current executive’s strengths, and identify competency areas that require development. Assessment tools illustrate each executive’s programming and behaviors that limit his or her advancement or current performance. This information facilitates growth by allowing us to leverage individual strengths collectively. Notice the red scores in the Executive Qualities chart enclosed, would this assessment data help you select the next executive to add to your team? One of the most important strengths is willingness to own one’s personal development.

Step 2: Individual Development Plans (IDP)

Each executive’s IDP is designed to directly address the skills, behaviors, competencies and developmental experiences the executive needs to master. The IDP plan serves as the roadmap for both the participant and the executive coach to work together successfully. Week by week (in most cases), we work through a unique, structured individual development plan with each executive.

Step 3: Team Development

Once a complete assessment is conducted, a CEO will often view the snapshot of the entire executive team and quickly discern the “team development needs” preventing higher levels of performance and team collaboration. Understanding differences and egos are critical at the top.

Step 4: Execute the Plan


In a national study recently completed by Premier Development Solutions and Naviga Business Services, a full 88.3 percent of of the 33,000 executives surveyed nationally said it would be valuable to have a one-page scorecard of their company’s “key performance indicators” as a tool to provide a weekly/monthly pulse of how their company was performing, but were not currently using one. Taking that thought to the next level, 74.4 percent of respondents indicated they would invest the resources (time and money) to develop that one-page scorecard.

There is a reason executive coaching is one of the fastest growing industries in corporate America. Executive Coaching or training works because coaches have an outside view. Whichever of the 9 executive styles or 17 executive qualities a leader possesses, TALENT MUST BE DEVELOPED. What would it be worth to you and your bottom line to know what competency is missing from your senior team? You can hire and pay for the best talent. But maybe you already have the best talent just waiting to be developed. Let us help you find out.

Are you tired of guessing or wondering why your company is not continuing to gain market share and improve profits? Remember: an organization will never outperformance its leadership team.


John can be reached at 1 (888) 730-1950

John Lankford

John Lankford was recognized as the 2007-2010 Associate Business Advisor of the Year in North America and brings proven executive experience and best practices to select companies every year. He served 18 years at the Executive Education Center at Ford Motor Company and is former Senior Director of Ascension Health Learning Institute. John has developed top leaders around the world in partnership with the University of Michigan Business School, the Center for Creative Leadership, Comcast University and GE University, to name a few. His business expertise has been tapped by prominent business media such as the New York Times, CBS and Dbusiness magazine and has been a syndicated business columnist. He is the author of The Answer is Leadership and Superstar for life…Career Transitions. John’s keynote speaking has landed him on the elite team that trains and certifies the new Executive Coaches joining the worldwide coaching community. John is also former Chief Executive Officer of the Innisbrook Leadership Institute. Lankford can be reached at [email protected] or call (888) 730-1950

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