Great leaders are the key for an institution to go from good to great. To identify the development needs of a leader ahead of time and take early action will enable both institutions and individuals to achieve more and better than to do so after they step on the spot, based on the 360 Degree evaluation. This is what we called “Catch the Development Needs of a Leader before the 360 Degree Assessment.” When the leader grows, institutions can also benefit from greater leadership and management continuity.
Many people wonder- how can The Prince Synergy catch development needs of a leader before 360 degree? A person’s internal structure and capacity usually remains the same unless significant events emerge. The capacity that each task requires can be estimated. What challenges other institutions, including top MBA, is how to anticipate the capacity change under raining days and storm since they cannot get to the entire 6Q structure but tech, behavior or psychometrics alone. However, this is not an issue to us.
Looking back, IQ was over estimated in leadership development until Daniel Goleman brought in EQ. Lominger expanded a part of IQ and EQ– breadth of experience, operation, and motivation– and add Learning Q. Michael Porter strengthened IQ with strategy and competitiveness. Peter Drucker perfected management. Jim Collins defined 5 levels of leadership within the 3Q. But no anticipation and solution if leaders crash in setbacks and failures (Adversity Quotient, AQ) or lose health (Health Quotient, HQ) due to work stress.
However, all 6Q are integrated, for example, poor AQ and HQ can shut down IQ, EQ and LQ. It is impossible to know the root cause(s) without knowing ALL associated facts. Subsequently, it is impossible to anticipate development needs of a leader, take the right action, and achieve fast and lasting results. It takes the right talent, knowledge, learning, innovation, motivation, resilience, resources, energy, and others to meet new challenges and beat setbacks and failures.
Behaviors are the reflection of the underlying 6Q structure and often change as environments change, especially under failures. For example, Napoleon committed suicide after the Allies defeated him, which was not his normal behavior. To save his life would not change his environment but only gave him the opportunities to rise again. He had to change his capacity in order to defeat the Allies. Unfortunately, he did not succeed. To help CEOs go from good to great and become exceptional is the same. The 360 degree can observe behaviors but not the causes and potential issues beneath; therefore, behavior modification can be slow or unfruitful, and traditional leadership development that is based on the behavior approach has poor impact.
By evaluating individuals’ underlying 6Q structure and the challenge ahead, we can anticipate the development needs of a leader at different processes and stages and take early action. Can He Handle the Job? is a good example. The Executive 6Q Assessment is the core assessment that scans elements needed at different processes and stages like MRI. Please watch the video “Find the Missing Tools in Motivation” for a live illustration
In addition, leaders are needed most in uncertainty and complexity that often require more than IQ, EQ and behavior tools that top MBA and firms provide. The unique development needs of a leader can be personal, interpersonal and organizational, for example strategy, leadership style, talent management, etc. A lack of the right tool make many possible impossible and turn months into years.
(Leadership & Performance MRI)
There were 253 CEO Replacements at Fortune 1000 in 2014, Man: Woman = 252:1. Would it be better to catch the development needs of those CEOs before the final 360 degree evaluation and empower them with the right tools? It is easy to understand that leaders’ internal structure makes the difference between good leaders and great ones. In fact, the challenges that they have to meet and the tools that they have also contribute to their success, which is also called “luck.”. Just imagine what would have happened if Franklin Roosevelt had to run marathon. The time, place and tools all matter.
Too many. In general, it enables leaders to leverage human capital more efficiently:
1. Take early action.
2. Inspire, excite and keep others efficiently.
3. Use the right people.
4. Build a high-performing team.
5. Shorten the time and money needed to achieve goals.
Our services are the integration of Business, Law, and Medicine (including Psychology, which allows us to evaluate a leader at macro and micro levels. Our founder invented the 6Q Whole System Approach at clinics when she was looking for tools to help her patients beat setbacks and stay healthy. Many case studies in this book What Stops Leaders from Good to Great are the successful examples of the 6Q Whole System Approach. Here are some:
1. Should a CEO be Charming?
2. Eliminate Stress with the Right Law
3. Can He Handle the Job?
Can The Prince Synergy foresee Everything in the World?
We wish so. However, we know how to handle setbacks and failures and can enable leaders to be ready for the worst.
The world is changing fast. Different challenges demand different capacities. What is insignificant today can be significant tomorrow. What is significant today can lose value over night. The fast CEO Replacements at Fortune 1000 in 2014 can be minimum had businesses anticipated their development needs and taken early action. To catch the development needs of a leader requires a systemic approach. For more information, please read the book What Stops Leaders from Good to Great.
A Right Start, A Strong Start is the diagnostic program that enables leaders to catch their development needs before the 360-degree assessment and choose the best follow-up strategies, models and group practices. All leadership group classes are linked together. Leadership, from Good to Great is the All-in-One program.
The Prince Synergy Team
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