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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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DNI - POTENTIAL BENEFITS |
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Although there is no
guarantee that the potential benefits of the DNi
will be realized, the probability becomes very high where
the following conditions are present:
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senior management endorses the DNi process and motivates
everyone involved to take it seriously;
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everyone involved understands that the objective of the
DNi is constructive action, not just learning as an end in
itself;
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and management follows up to make certain that Leaders
receive the encouragement and support needed to make the
transition from knowledge to action.
Utilizing
the DNi process reinforces a company's expectation that
Management development will be measured by the extent to
which learning occurs and results in improved leadership,
not by how many
training programs have been attended.
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Improving Managerial Effectiveness
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Creates
an opportunity for managers to relate to their subordinate
managers in a nonthreatening event that focuses on
empowerment, in contrast to the defensive posture most
assume when discussing performance evaluations.
Note: the DNI Process
does not produce a performance evaluation.
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Increases motivation of managers for setting and reaching
leadership development and productivity goals.
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Serves
as one basis for long-term management development
planning.
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Focuses company-wide management development resources and
efforts on areas of greatest need, personalized to the
individual manager.
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Gives
the organization's members a common language and framework
for improving their leadership/management practices. In
the process, it helps to harmonize leadership philosophy
and style across the different levels of management. For
example, the DNI process indirectly addresses the problem
that exists when middle and upper management is autocratic
while insisting that the leadership practices of
first-line supervisors be participative, empowering, and
team oriented.
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Helps
management examine, understand, and act upon desired
management or leadership styles and strategies.
The DNi Profile
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The
information contained in a DNi profile has value for all
levels of management--from new first line supervisors to
experienced top executives as well as middle managers
whose formal education and experience has been highly
specialized (accounting, engineering, sales, etc.)
Benefits of Follow-up DNi
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Administering a Follow-Up DNi identifies improvement gains
in leadership skills with the numerical data and graphic
data contrasting the Initial and Follow-up
administrations.
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This
benchmarking process provides a basis for improved
managerial planning and decision making.
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Even in
organizations where
only
participating
Leaders have access to their individual
profiles, the typical case,
Leaders
nevertheless know full well that access to group reports
focuses everyone's attention on the day-to-day behaviors
measured by the DNi scales.
Awareness
that a follow-up DNi will be forthcoming motivates Leaders
to take seriously the challenge to make behavior changes.
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