Leadership & Alignment: Transforming Managers into Leaders
The Pario Leadership Development Course can be tailored to client requirements and takes particular account of the context in which the manager operates. Our approach is based on the recognition that effective leadership is required at all levels in modern organizations, and directly contributes to long-term, sustainable success. We take an integrated view of the issues affecting performance, building on our in-depth understanding of the drivers shaping employee motivation and engagement, and the steps required to develop and maintain positive Role Relationships.
Our approach is distinctive in offering close links to Employee Engagement Profiling, through the Pario Survey resources, and options for 360 Degree Feedback. Perhaps most important, the Pario Leadership Course combines a tailored introductory workshop or “Development Centre” with eight follow-up on-line modules. These are linked to an initial questionnaire, so each follow-up module includes individually tailored content. This means that a manager’s preferences on specific factors (e.g. Broad-Based, Reflective Thinking) are compared with a wider sample and interpretation of the preference is supported with a paragraph or two of text, based on the strength of the preference score, but also coupled with reference to other factors (e.g. Independent, Innovative Thinking).
An example of tailored content (in Italics), from Leadership Module 2:
Assessing the Wider Issues
Gaining a clear understanding of the wider issues that affect decision outcomes is particularly important in more complex work environments. There may be significant inter- dependence between different roles. In some cases important work associates will be in a different location, or may even work for another organization. Finding time for reflection and Broad- Based Thinking contributes to an appreciation of the wider issues, and this will be strengthened if you build effective role relationships. Referring to the self assessment questionnaire completed at the start of the course helps clarify your current approach to this aspect of analysis.
Chris, the typical level of emphasis placed on Reflective, Broad- Based Thinking by managers completing the self- assessment questionnaire is in the ‘moderate to high’ range. High scores suggest more conceptual, theoretical analysis, whilst lower scores suggest a more grounded, practical focus. Looking at your approach indicates the following preference:
The typical range of scores for managers on Broad Based Thinking is 6 – 8
You place moderately high emphasis on Reflective Thinking. This suggests that you currently give consideration to the wider consequences and implications of actions. This is likely to be characterised by you being aware of the need to examine alternatives and options associated with problems or issues at work. You have a very independent style which is likely to be associated with you demonstrating personal enthusiasm in the way you approach work. However, you may tend to pursue your own ideas, possibly with less regard for exploring alternative views.
Effective leaders respond positively to change and develop a clear view of future possibilities. This involves exploring alternatives by generating ideas, gathering information and looking at the issues from a new perspective. This process of Scoping- Out the problem helps generate options. The process might start by asking constructive “What if..?” questions that prompt fresh thinking and may help colleagues find more- effective solutions to problems.
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