The Leadership Challenge


Development Process



Your HRD Team

Dr. Ali Atkison

Facilitator/Growth Coach

ali@hrdleadership.com

Questions on logistics, assessments, invitations, communications


HRDPrograms@hrdleadership.com


Program Materials


Workshop Action Items



Pre-Work for LPI Assessment Review and Goal Setting Workshop

March 19

  • Complete your LPI 360 Pre-Assessment (see below for steps and dates)
  • Review your individual LPI report and note any questions

Identify your highest- and lowest-scored practice areas

Note important takeaways or questions about your report


Pre-Work for Model the Way - Part One

Workshop

April 16

  • Read or review the Model the Way chapters (chs. 2 & 3, pgs. 29-83) in The Leadership  Challenge book
  • Listen to the podcast, 001: Clarifying Personal Values | Trey Willis
  • Respond to the survey with your 2-3 focus behaviors
  • Meet with your accountability partner to discuss your LPI Pre-Assessment results and share the 2-3 behaviors you will focus on throughout this process

Pre-Work for Model the Way - Part Two

Workshop

May 1

  • Share your core values with your team and/or a trusted person
  • If you haven’t already, read or review the Model the Way chapters (chs. 2 & 3, pgs. 29-83) in The Leadership Challenge book​
  • Meet with your accountability groups. Discuss the following questions:​

What are your core values?​

How do they show up in your leadership?


Pre-Work for Inspire a Shared Vision Workshop

May 20

  • Complete the Values in Action activity on p. 60 of your workbook with your remaining Top 5 values
  • Read or review the Inspire a Shared Vision chapters (pgs. 85-136) in The Leadership Challenge book (you may also get the audiobook version)
  • Meet with your accountability group 
  • Listen to the podcast, 040: Creating a Culture of Trust | Doug Bowen

Pre-Work for Challenge the Process Workshop

June 12


  • Finalize your Vision Statement
  • Submit your answers to the 5 Reflection Questions (p. 77 in your workbook), along with your Vision Statement, to your team Accountability Group page
  • With your Accountability Groups, discuss: Where can you find opportunities to communicate your vision more often? (Be prepared to report back in our next workshop!)
  • Share your vision with more members of your team! Get their feedback
  • Read the Challenge the Process chapters (pgs. 137-189) in The Leadership Challenge book

Pre-Work for Enable Others to Act Workshop

July 10


  • Read: Enable Others to Act chapters (pgs. 193-244) in The Leadership Challenge 
  • Listen: Podcast 4 Key Strategies for Leading Through Change
  • Meet: Accountability Group meetings
  • Do:
  • Use the “Outsight” activity (or some variation of it) with your team to address a challenge or issue.
  • Finish the “Take It One Step at a Time” activity on p. 110 of your workbook.
  • Execute one of the “small wins” you identified.



Pre-Work for Encourage the Heart Workshop

July 17

  • Read: Encourage the Heart chapters (pgs. 245-294) in The Leadership Challenge
  • Listen: Podcast The Big Impact of Little Things.
  • Meet: Meet with your  Accountability Groups. Discuss ways to enable “flow” with your team/colleagues.
  • Do: Ask 2-3 team members to identify their spot on the Flow Chart. Discuss at your next 1:1.


Pre-Work for Making Commitments and Post-Assessment Review Workshop

August 13

  • Complete your LPI 360 assessment
  • (After you receive your results) Review your report, noting your highest- and lowest-scored practice areas. Take note of any important takeaways or questions about your report.


LPI 360 Post-Assessment Steps

Your LPI 360 Assessment Steps

Action
Timing

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


7/19

Confirm your observers with your manager.

Send the pre-email to your observers (*template language below). IMPORTANT: Please ensure you send this pre-email BEFORE adding them into the system.

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​.

7/22

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

7/23


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


8/2

Your completed LPI 360 assessment report will be sent to you from hrdprograms@hrdleadership.com.

 

Review your report, noting your highest and

lowest-scored practice areas. Take

note of any important takeaways or questions about your report.

By 8/6


Your LPI 360 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.

 

*Please note – this assessment is a separate effort from the multi-source feedback tool the company uses. If you were kind enough to participate in giving me feedback through that tool, please do so again via this effort, as the questions differ

and help me dive more deeply into my areas of strength and opportunity. Much appreciated!*

 

Be on the lookout for the assessment email, and please complete the assessment by August 2.

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

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