EXCEL Development Program


Development Process



Your HRD Team

Andrea Butcher

CEO/Facilitator/Growth Coach

andrea@hrdleadership.com

Questions on logistics, assessments, invitations, communications


HRDPrograms@hrdleadership.com


Program Materials


Workshop Action Items

The pre-work to complete prior to each session in the program is listed under the workshop title.



Review Pre-Assessment Data, Determine Focus Areas, and Challenge the Process Workshop

February 21

  • Complete your LPI 360 Pre-Assessment (see below for steps and dates)
  • After you receive your report:

Review your individual LPI report

Identify your highest and lowest-scored practice areas

Take note of any important takeaways or questions about your report


LPI 360 Assessment Steps

LPI 360 Information

  • Opportunity for you to collect developmental feedback from others​
  • Identify how your perception aligns with the perception of others ​
  • Identify the different perceptions of different observer groups ​
  • Identify both strengths (to leverage) and opportunities (to develop)​
  • We will re-assess at the end of the program to see HOW the needle moved

**Click here for your steps

Action
Timing

You will get a link to the LPI assessment (email will come from notifications@lpionline.com)


Thurs, Jan 25

Send the pre-email to your observers (*template language below)


Your Observers – 10-20 TOTAL across all categories

  • Manager – The person that YOU report to directly. Their feedback will NOT be anonymous. 
  • Direct Reports (2-10 ppl) – All individuals who report directly to you. If only one direct report completes the assessment, the system will automatically lump their results into the “other” category.
  • Coworkers (2-10 ppl) – All of your peers – the individuals who also report directly to your manager. 
  • Others (2-5 ppl) – Other stakeholders who see you in action and are in a good position to gauge your everyday leadership—leaders in other departments, team members in your department who are not coworkers or direct reports, key customers​.

IMPORTANT: Please ensure you send this pre-email BEFORE adding them into the system.


by Tues, Jan 30

Please add your observers into the system (utilize the "Manage Observers" link)

IMPORTANT: Please ensure you add at least 10 observers in order to provide themes in your feedback and protect the anonymity of the observers

Tues, Jan 30


Deadline for your assessment and your observers' feedback. HRD will send reminders to help drive completion.


Thurs, Feb 15

Your completed LPI assessment report will be sent to you.

Fri, Feb 16

**Click here for your Observer Email Template

I am participating in a program to enhance my personal leadership. As part of the process, I am participating in the Leadership

Practices Inventory (LPI) Assessment. It is a 30-item assessment that provides 360-degree feedback on the frequency of specific leadership behaviors based on a 10-point scale. I very much value your feedback and wanted to let you know that I have selected you as an observer to provide feedback on the 30 leadership behaviors.  The assessment takes about 10-15 minutes to complete, and you will have the opportunity to add comments at the end of the survey to aid in my development. All responses, with the exception of the Manager, will be anonymous. Your open feedback is much appreciated! ​

 

You will be receiving an automated email from the LPI system, but I wanted to provide some additional context for you in advance of that email. As an observer of my leadership behaviors, you will be presented with 30 unique statements. Each question asks you to assign a measurement of how often I engage in a particular behavior. Please read each item carefully, consider the 1-10 rating scale, and select the number that best applies. ​Based on almost 40 years of research, the LPI data confirms that all 30 questions in the LPI Observer apply to any leader at any level in any organization, under nearly all conditions. As a result, there isn’t a "not applicable" response option.​

 

Be on the lookout for the assessment email, and please complete the assessment by end of day on Thursday, February 15. Please let me know if you have any questions and thank you for helping me to be a better leader!




Challenge the Process Project Work Check-In

March 19

  • Be prepared to share your progress on your small win opportunities.

Model the Way and Inspire a Shared Vision Workshop

April 25

  • Project Work: Follow through on the small win opportunities you identified
  • Model the Way: Based on the “I Believe” statements you created, how would you describe your leadership philosophy? Be prepared to share.
  • Inspire a Shared Vision: Answer the questions in your workbook on pages 84-86. (Ideal, Unique, Image of the Future for the Common Good)
  • Book Reading: Read in your book, The Leadership Challenge – pages 29 – 136 (the chapters on Model the Way and Inspire a Shared Vision)

Model the Way and Inspire a Shared Vision Project Work Check-In

May 14


  • Be prepared to share your progress on the project you are leading within your community.

Enable Others to Act and Encourage the Heart Workshop

June 5

  • Project Work: Continue to make progress on the project you are leading within your community.
  • Model the Way: Engage your direct reports in a conversation about values – what values to you share? How do their values align with the CARE values?
  • Inspire a Shared Vision: Engage your team in the vision you’ve written (on page 90 in your workbook) to evolve it to ensure it’s a SHARED vision.
  • Encourage the Heart: Reflect on the most meaningful feedback you’ve received (on page 150 in your workbook). What made is so meaningful?
  • Book Reading: Read in your book, The Leadership Challenge – the chapters on Enable Others to Act and Encourage the Heart.

Enable Others to Act and Encourage the Heart Project Work Check-In

June 20

  • Project Work: Continue to make progress on the project you are leading within your community.
  • Facilitate the Flow exercise with your direct reports and be prepared to share the outcomes/key takeaways
  • Follow through on your Encourage the Heart commitment
  • Complete your LPI post-assessment (due date June 26)


LPI 360 Post-assessment Steps

LPI 360 Information

  • Opportunity for you to collect developmental feedback from others​
  • Identify how your perception aligns with perception of others ​
  • Identify the different perceptions of different observer groups ​
  • Identify both strengths (to leverage) and opportunities (to develop)​

**Click here for your steps

Action
Timing

You will get a link to the LPI re-assessment (email will come from notifications@lpionline.com)


6/6

Send the pre-email to your observers (*template language below)

6/7

Your Observers – 10-20 TOTAL across all categories

  • Manager – The person that YOU report to directly. Their feedback will NOT be anonymous. 
  • Direct Reports (2-10 ppl) – All individuals who report directly to you. If only one direct report completes the assessment, the system will automatically lump their results into the “other” category.
  • Coworkers (2-10 ppl) – All of your peers – the individuals who also report directly to your manager. 
  • Others (2-5 ppl) – Other stakeholders who see you in action and are in a good position to gauge your everyday leadership—leaders in other departments, team members in your department who are not coworkers or direct reports, key customers​.

IMPORTANT: Please ensure you send this pre-email BEFORE adding them into the system.



Please add your observers into the system (utilize the "Manage Observers" link)

IMPORTANT: Please ensure you add at least 10 observers in order to provide themes in your feedback and protect the anonymity of the observers


6/7

Complete your self-assessment.


6/28

The deadline for your observers to provide their feedback. HRD will send reminders to help drive completion.


6/28

Your completed LPI assessment report will be sent to you.

By 7/2

**Click here for your Observer Email Template

I am participating in a 360 re-assessment to reflect on my growth and changes in behavior as a leader. Similar to the prior 360 assessment I completed, it is a 30-item re-assessment that provides 360-degree feedback on the frequency of specific leadership behaviors, based on a 10-point scale. I very much value your feedback and wanted to let you know that I have selected you as an observer to provide feedback on the 30 leadership behaviors. 

 

The assessment takes about 10-15 minutes to complete, and you will have the opportunity to add comments at the end of the survey to aid in my development. All responses, with the exception of the Manager, will be anonymous. Your open feedback is much appreciated!

 

You will be receiving an automated email from the LPI system, but I wanted to provide some additional context for you in advance of that email. Each question asks you to assign a measurement of how often I engage in a particular behavior. Based on almost 40 years of research, the LPI data confirms that all 30 questions in the LPI Observer apply to any leader at any level in any organization, under nearly all conditions. As a result, there isn’t a “not applicable” response option.

 

Be on the lookout for the assessment email, and please complete the assessment by Friday, June 28.

 

Please let me know if you have any questions. Thank you for helping me to be a better leader!


Post-360 Assessment Review and Celebration Workshop

July 16

COMING SOON

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