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- Jeff Appelquist, Founder and President, Blue Knight Leadership
- Sara Andrews, HR Business Partner, Saffron Building Society
- Nancy Davis, HR Director, IFDS Group
- Beth Haley, Consultant, E Haley Inc.
- Aimee Hansen, Performance Consultant, HR, Blue Cross Learning Institute
- Kim Kochurka, Director, HR, Blue Cross Learning Institute
- Jim Kouzes, co-author of The Leadership Challenge, Executive Fellow of Leadership at the Leavey School of Business - Santa Clara University
- Dave Logan, Co-Founder and Senior Partner of CultureSync, co-author of Tribal Leadership: Leveraging Natural Groups to Build a Thriving Organization
- Ken Mihelich, Director of Management and Budget, City of Joliet
- Tracy Patterson, Director, Evaluation Center, Center for Creative Leadership
- Davida Sharpe, Director, Program and Services Design, Global Product Development, Center for Creative Leadership
- Developing leaders has been the #1 organizational priority for three years running according to our HR Trends and Priority survey.
- Leadership development has taken top spot because good leaders have a significant impact on agility, employee attraction and retention, organizational alignment, and financial performance. Further, current leadership development efforts are widely seen as ineffective.
- Establishing formal leadership competencies is the first step in both understanding what your organization needs and closing leadership gaps.
- Leadership competencies should be easy to understand, develop and implement. They should guide all leaders with the not only what to do, but how and why to do it!Many experts agree that the majority of leadership competencies will be roughly the same across industries and organizations.
- McLean & Company’s seven strategic leadership competencies have been developed from a future forward perspective aligned with general business deliverables so ensure measurability and accountability for the program and from leaders.
- Since organizations are unique and differ from each other, we do not advocate a “cookie cutter” approach. Your organizational strategic imperatives will determine which competencies from our framework will best drive and support your future goals.
Impact and Result
- Competencies lay a foundation for leadership performance expectations-setting, measurement, and development investment.
This guided implementation is a three call advisory process.
Call #1 - Make the case & prepare for project launch
Our advisers will review your kickoff meeting plan and ensure that you are on track to move to the next step.
Call #2 - Select leadership competencies
We will discuss how your goals map to McLean & Company’s seven leadership competencies, and how to modify chosen competency descriptions to reflect your goals and culture.
Call #3 - Craft competency descriptions
Discuss McLean & Company’s approach to describing leadership competency expectations (i.e. by leadership level, as opposed to proficiency level). Learn how to modify behavior-based descriptions to reflect your goals and culture.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Select strategically-aligned leadership competencies
- Select strategically-aligned leadership competencies.
Key Benefits Achieved
- Strategically-aligned behavior from leaders at all levels in the organization
Brainstorm “What are leadership competencies?”
- Understanding of what leadership competencies are and are not.
Create a steering committee.
- Steering committee identified. List of roles and responsibilities.
Map your strategic goals to the leadership competencies.
- Strategically-aligned leadership competencies.
Modify the competency descriptions to reflect your organization.
- Tailored competency descriptions.
Module 2: Define and deploy leadership competencies
- Document behavior expectations to ensure leaders demonstrate competencies as intended
- Build and deploy a communication strategy to garner buy-in and motivate action.
Key Benefits Achieved
- Understand your audience and their needs.
- Document the who, what, and where of program maintenance.
Write up behavior expectations to ensure leaders demonstrate competencies as intended.
- Leadership competencies defined down to the proficiency level for each level of management.
Draft administration guidelines.
- Completed Leadership Competencies Administration Guidelines template.