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TOPICS AVAILABLE FOR
ASSESSMENT, PROGRAMS
& TRAINING
(LISTED BELOW)
CLICK HERE FOR DEFINITIONS
FOR ALL TOPICS
LEADERSHIP IN TRANSITION
PARTICIPATIVE LEADERSHIP
PLANNING/GOAL SETTING
MOTIVATING SKILLS
TRUST
BUILDING
EMPOWERING OTHERS
TEAM
BUILDING
ADAPTABILITY
DELEGATING
COMMUNICATING
DECISION MAKING
INTERPERSONAL RELATIONS
ASSERTIVENESS
POWER
AND PERSUASION
DISCIPLINE IN ORGANIZATIONS
INITIATIVE
CONTROLLING
TIME
MANAGEMENT
COMMITMENT TO PERSONAL GROWTH
DEVELOPMENT OF DIRECT REPORTS
MANAGING CHANGE
MOTIVATION LEVEL
INNOVATION
CONCERN
FOR PRODUCTIVITY |
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ABOUT THE DNI |
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Dr. J.
Clifton Williams, President and Founder of
Leadership Systems Corporation, first published what is now
called the DNi in 1982. In this early format, the DNi
was included in a comprehensive supervisory management
course, the Effective
Management Program.
In recent
years this approach to assessing the development needs of
managers has become popularized as a "360°" technique
because it gathers comparable data on participating
managers from the managers themselves and the person or
persons above (Supervisor/Manager), to the side (Peers),
and below them (Direct
Reports or subordinates) in an organization.
Feedback
from many thousands of users has provided continual
opportunities for improving the DNi which has steadily
evolved since its first use.
For more
information about Dr. Williams
click
here.
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The latest edition of the DNi has been published as a
stand-alone, customizable, Internet-based instrument.
No longer do business leaders put pen to paper.
Rather, they participate through an interactive computer
based system which gathers and processes data over the
Internet. Just minutes after the DNi is complete,
individual and group reports are generated.
Not only is the DNi user-friendly, but it is
also customizable to the needs of its clients,
who determine the scales to be used in the
analysis. The DNi produces a descriptive profile of a
manager's leadership/management behavior as perceived by
that manager and his or her boss, peers, and direct
reports--the people above, along side, and below in the
organization structure who have had an opportunity to
observe the manager on the job.
Learn about the DNi engine
now!
The DNi
instrument consists of 10 Basic Scales and client
selections from 14 Optional Scales. The same scales are
used in both the Initial and Follow-up administrations
for describing all managers in a company group.
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The DNi
identifies the strengths and development needs of
Leaders,
the managers being described.
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Responses to the DNi descriptive items from which a 360°
profile is generated are entered directly by the
Leaders and
their describers (hereafter referred to as
Observers)
into an Internet database.
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Computer generated reports present results in numeric and
graphic formats.
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Recommendations are made available to help participating
Leaders
bridge the gap between the insights they gain from their DNi
profiles and practical, on-the-job applications.
A Group
Report identifies the collective strengths and developmental
needs of participating
Leaders.
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This report is for use by a senior management group which
may, of course, include some of the
Leaders who
are the primary focus of the study.
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The group report includes a list of possible action steps
that the company may use to help
Leaders
bridge the gap between insight and action.
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Follow-up administrations are usually conducted in from six
to twelve months after the Initial administration--giving
enough time for constructive change to have occurred and
become more or less habitual.
To learn how the DNi can potentially benefit your clients click
here.
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