PSI Leadership Services

Transcription

1 PSI Leadership Services Strategic Solutions for Your Leadership Needs Select, Promote, & Develop the Leadership Talent Needed to Drive the Growth of Your Business

2 SOLUTION BENEFIT/OBJECTIVE TYPICAL PROJECTS Individual Assessment Leadership Assessment Feedback, Compilation, Integration, Presentation Coaching Leadership Training / Development 360 Degree Surveys Performance Management Programs Succession Planning Employee Retention and Engagement Surveys C-suite Board Services Competency Modeling Selecting, promoting, and/or developing top quality leaders for key and/or mission-critical roles Identifying and/or developing leadership talent Enhancing performace and/or developing potential Enhancing performance in current role, developing competencies for future roles, and/or supporting performance in high visibiity roles or during transition Building bench strength and addressing leadership skill gaps Providing in-depth feedback on performance effectiveness across situations, perspectives, and time Identifying performance expectations, standards, and metrics for use in aligning effort and energy and effectively executing business strategy Identifying in-house leadership talent, development needs, and career paths Building relationships with employees to enhance performance productivity, and retention Enhancing communication, trust, and collaboration among those responsible for organizational strategy and success Identifying the knowledges, skills, abilities, characteristics, and talents necessary for success in a leadership role Assessing individuals for leadership roles by identifying candidate or incumbent strengths and potential limitations using standardized assessments, occupational norms, and expert interpretation. We first identify which of our proprietary, in-depth assessment products is best suited to the role, the context, and the reason for the assessment. Then, we handle all the details setting up the online test administration and compiling the information. Finally, we interpret the results in terms of the job, the context, and the objective in a customized report that includes hiring recommendations or developmental suggestions. Coaching executives and managers to support transitions, enhance performance, or leverage potential. Coaching engagements generally include standardized assessments, structured interviews, and on-the-job performance measures, initially to identify strengths and opportunities and subsequently to track and measure change. The engagements typically last from 6 to 12 months and include one-on-one feedback and coaching sessions. Conducting performance evaluations of c-suite executives (e.g., CEO, CFO, COO, CIO) from the Board s perspective, to include identifying critical competencies for the role, interviewing Board members for feedback, compiling and integrating feedback, presenting feedback to the executive on the Board s behalf, and working with the executive to develop a responsive and effective action plan. Preparing managers for executive roles by designing and implementing performance enhancement programs and processes to identify strengths and opportunities. Programs include tailored assessment centers; customized 360 degree evaluations; individualized feedback sessions with ongoing coaching as follow-up; and developmental workshops on action planning, behavioral change, and/or the unique requirements of executive roles. Developing and administering 360 degree performance evaluation surveys to enhance performance and build more effective management teams. Faceto-face feedback sessions are often included, as is developmental action planning, and/or team workshops designed to leverage team strengths. Tailoring and leveraging employee engagement surveys. Included is the update of survey items, presentation of feedback reports, and corporate analyses to link survey results with important organizational outcomes such as turnover and measures of customer loyalty. Feedback also includes performance benchmarking and historical perspectives. Delivering workshops/training on a variety of leadership topics including coaching and development, communication and trust, stress management, self development, critical thinking, career planning, employee relations, team building, and interviewing.

3 In-depth Individual Assessment In-depth Individual Assessment consists of highlighting a person s strengths and limitations typically with respect to a target level, role, or job. Multiple assessments are used (including at times an interview). The scores are interpreted by an industrial psychologist who explicitly considers both the job and context in preparing the narrative report and in identifying the likelihood of success. In-depth individual assessment is often used in selecting for key roles where the impact will be significant and the candidates are often difficult to contrast and compare. Advantages of the approach include: The breadth of competencies and characteristics measured. All significant characteristics are taken into account intellectual resources, personality characteristics, preferences, and interests. The inherent emphasis placed on fit with the role, context, and/or level. The report is customized to the situation, the job, the company, the team, and the role. The objectivity of the assessment process. In most cases, leadership candidates offer many strengths and present their qualifications persuasively. The in-depth individual assessment provides a common metric that can be used to compare candidates with varying backgrounds and expertise. 360 Degree Surveys 360 Degree Surveys are designed to gather information about the effectiveness of job performance from a variety of perspectives or raters including self, supervisor, peer/colleague, and direct report. The advantage of the PSI 360 process is the ease with which it can be customized. The survey and the reports can be readily tailored to reflect your job(s), corporate values, and/or performance standards by selecting the most relevant competencies and best practices from our extensive bank of over 35 competencies. We can also structure our 360 survey to reflect your competency model and behavioral expectations. In either case whether using your competency model or ours, unique behaviors and best practices can also be added to reflect the differentiating characteristics of your organization and leadership roles. Employee Retention and Engagement Employee Retention and Engagement consists of using surveys of employees engagement (i.e., their interest in and commitment to their job and/or employer) to identify ways leaders can enhance their effectiveness and improve retention. Engaged employees are more productive. They are also happier and less likely to leave the company or to be absent. Research has shown what we all intuitively know to be true employee engagement drives organizational success. PSI has an employee engagement survey structure, format, and process based on over 10 years of research and tens of thousands of employee responses. We know what drives employee engagement, and how it relates to turnover, satisfaction, and customer loyalty. We have refined our approach through the years and consistently implement best practice by focusing only on actionable items, identifying themes and trends to guide corporate-wide strategic solutions, and offering consultation on next steps.

4 Feedback Compilation, Integration, and Presentation Feedback Compilation, Integration, and Presentation includes gathering information about performance effectiveness, identifying themes and opportunities, and presenting objective and honest feedback. Leaders and executives rarely receive honest feedback - their coworkers and colleagues often do not understand the intricacies of their unique responsibilities nor do they typically observe day-to-day performance. As a result, it is often difficult for leaders to identify how they can enhance their effectiveness and impact and the challenge is even greater for c-suite executives. PSI serves as a facilitator in the process of performance review. We are, after all, experts in performance management, evaluation, and feedback we understand what to present and how to present it, even to those serving in high profile and high impact roles. We typically gather the information through interviews with colleagues, whether direct reports, peers, or Board members. We then structure and compile the information to represent the varying perspectives, reconcile significant differences, and shift the focus to the themes that best describe and determine performance effectiveness. Finally, we meet with the leader or executive to review the feedback report, identify goals and priorities, and discuss next steps. The process provides consistency in a message that is often clouded by differences in perspective, and honesty in communication where spin is often far more common. Coaching Coaching consists of a partnership and individualized development process intended to help individuals enhance performance and/or reach potential as quickly and effectively as possible. Coaching is used to help executives, leaders, and high potentials build upon their strengths, overcome obstacles, transition into new roles, and/or capitalize on opportunities. PSI s approach to coaching varies from the traditional one size fits all approach in the following ways: Emphasis placed on company culture and expectations we take into account the context in addition to the objective. Customization of steps and techniques our coaches modify the approach, developmental technique, and process to best suit each participant s needs and each organization s objectives. Practical approach to development we believe in and focus on developmental opportunities that are clearly a part of the job. Amount of time spent on the initial information gathering phase and feedback component our clients tell us that the most valuable part of the process is the detailed, objective, and honest feedback provided. We take the time to gather the data needed to truly understand the role and context in addition to performance.

5 C-Suite and Board Services C-Suite and Board Services refers to working with c-suite executives and Boards they serve to align vision, understand roles and performance expectations, review performance, and/or enhance communication. Top-level leadership must be aligned and strategic for the organization to succeed, yet the differences in perspective and limited interaction between c-suite executives and Board members can lead to confusion, disagreement, and crossed purposes. The services provided by PSI are necessarily tailored to the organization and need, and have included rebuilding trust, transitioning (in and out) executives and/or Board members, clarifying respective responsibilities, reconciling organizational priorities, and evaluating executive performance. Our primary differentiator is quite simply our experience we have worked with a variety of Boards including professional associations and nonprofits, public sector (and elected officials), and private organizations, as well as a variety of executive roles. We have repeatedly proven our ability to successfully work through difficult and challenging issues regardless of context, role, or objective. Leadership Training Leadership Training includes standard courses that have been developed to address some of the most common developmental needs for supervisors, managers, and leaders of all levels and types. PSI training is unique in its practical, bottomline approach. Each workshop has been designed to emphasize steps and techniques, not theories. In addition, we take care to address likely challenges to effective execution and application and offer solutions suited to organizational realities. Finally, our content is based on insights and perspectives of leaders and executives in addition to research, theory, and best practice. Our current offerings include: Coaching and Development Enhancing Your Own Performance and Career: Personal Development Strategies Managing and Evaluating Performance Presenting Feedback Confronting Problems Thinking Strategically Building Trust Managing Stress and Workload Working Collaboratively Using and Interpreting the General Personality Survey (GPS) for Selection and Development Understanding the Executive Role Interviewing

6 Performance Management Programs Performance Management Programs focus on enhancing current job performance, redirecting efforts, and/or helping incumbent leaders and high potential employees develop the skills and abilities required for long-term success. Performance management programs often focus primarily on the performance evaluation process and are used to evaluate how effectively an incumbent is meeting the expectations of the role. They can also include the identification of potential and the development of skills and abilities. Performance management programs, as structured and implemented by PSI, give employees the tools and information necessary to adapt to changing work requirements, to enhance ongoing performance, and to grow with their employer. Succession Planning Succession Planning is used to identify and develop leaders to build bench strength, ensure continued success, and support organizational growth. Generally succession planning programs include profiling the strengths and limitations of the talent pool and identifying developmental priorities for individuals, as well as corporate-wide initiatives. PSI succession planning programs are different from the norm in that we use validated and standardized assessments and 360s in addition to executive insight when evaluating potential and performance. Additionally, we focus on the practical by linking competencies and developmental needs to on-the-job experiences the kinds of experiences which best develop required leadership competencies. ABOUT PSI PSI Services LLC has over 65 years of experience providing worldwide testing solutions to corporations, Federal and State government agencies, professional associations and certifying bodies. PSI offers a comprehensive solutions approach from test development to delivery to results processing, including pre-hire employment selection, managerial assessments, licensing and certification tests, license management services and professional services