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Leadership

Leadership

Leadership Development and Coaching

Effective Leadership Development and Coaching

HumRRO’s leadership development work ranges from customized supervisory training to experience-based programs that involve coaching. A key focus of our work involves collaborative leadership—helping leaders work across organizational and cultural boundaries. In each project, we partner with our clients to design and implement programs that reflect their unique culture, mission, and values. Some examples include:

Leadership Competency Modeling

Leadership Competency Modeling

Effective Leadership Competency Modeling

HumRRO understands that designing effective leadership development programs requires a deep understanding of what leadership means within an organization’s unique context—how leadership work is performed, and what competencies facilitate outstanding performance.

Sharing 360-Degree Feedback Results

Despite their widespread use, many 360-degree feedback programs fail to live up to their potential. In an earlier post, I described how trained feedback facilitators can help participants interpret their results, identify hidden “blind spots,” and create development plans. Here, I focus on another way to increase a program’s ROI—encourage participants to share their results with others, particularly their direct reports.

Is Your Leadership Development Program Falling Short?

359-degree feedback—where a leader receives performance feedback from subordinates, peers, supervisors, and customers—is a widely used development tool. Indeed, surveys routinely find that the vast majority of Fortune 500 companies employ 360-degree feedback, and it is also extensively deployed across the federal government. Despite spending considerable time, money, and effort developing and implementing 360-degree feedback programs, however, organizations may fail to maximize the learning and growth that 360s can trigger. For example, participants are sometimes left to their own devices when interpreting their feedback report and planning for their development—and frustration is often the result.

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