Attributed to Pythagoras, Plutarch, Socrates, and Thales. Also the
words found at the entrance of the most famous of the ancient Greek temples: The Temple
of Apollo at Delphi.
Savvy executives know that it makes sense to periodically perform a skills assessment.
Paradoxically, the more successful you are, the more difficult it is to get honest feedback. Everyone tells the executive what they want to hear, not what they need to hear. Typically, information is distorted to favor the positive. Typically others say, "You're doing fine" to your face, but bring out the verbal knives and the petty criticisms, behind your back.
Those who wish to become GREAT need to develop a holistic view of both their strengths and weaknesses across multiple domains affecting executive performance.
. A MBA or a business degree is never enough to evolve into a truly great business executive. It's like looking at a rainbow but only seeing one color.
Great Transformational Executives
“The door of opportunity opens most often for those best prepared to walk through it.” — Murray Johannsen
The Core Five Assessment focuses on the five critical domains underlying executive success. Each domain has a number of categories which are listed below. Each category also has a number of development factors (listed in parenthesis by a given category).
SELF-MASTERY. These consist of the development factors necessary to "Be All You Can Be." This skill set is typically, not covered at all in MBA programs. Unfortunately, even those with a psychology degree typcially do not know how to make their minds run better (More Detail).
This executive skill set includes the categories of:
Wisdom (5)
Resourcefulness (7)
Motivation (2)
Self-Improvement (6)
Self-Control (5)
"Only the wisest or the most foolish of men never change." — Confucius
LEADERSHIP. It's absolutely essential to master this domain if you expect to get anything done through people.Taking years to perfect, many executives waste hours and hours reading about it, instead of using more effective mental and skills development techniques (More Detail).
Development categories include:
Power and Influence (9)
Communication Skills (8)
Group Facilitation (5)
Character (4)
“Only one man in a thousand is a leader of men -- the other 999 follow women.” — Groucho Marx
MANAGEMENT. The domain of leadership and management required different conceptual and behavioral skills. Essentially, good managers are those skilled at wisely allocating resources within the organization. A widely developed competence of modern universities, it still takes years of continued fine-tuning beyond the undergrad or graduate degree (More Detail).
The assessment acts as a checklist to determine progress beyond the university. It includes categories such as:
Type of Work (2)
Processes (4)
Functions (13)
Management skills are only part of what it takes. Managers must also be corporate warriors or leaders. These unique individuals are the problem identifiers. They possess a strong sense of vision; view fire fighting as an opportunity to do things differently and smarter; and are business strategists who help identify key corporate growth issues. John W. Aldridge, President, Aldridge Associates, Management Review, December 1987
TECHNICAL. While not as important as earlier in one's career, executives should not completely ignore it either.It remains important none-the-less to have a clear understanding of one's existing and future competencies in the use of general technology and information technology. This area also looks at specialized expertise such as supply chain management. We assess the technical skills that are still useful and important in the future (More Detail).
The focus is on:
Specialized Expertise
Software
Hardware
The study found that 26% of new hires fail because they can't accept feedback, 23% because they're unable to understand and manage emotions, 17% because they lack the necessary motivation to excel, 15% because they have the wrong temperament for the job, and only 11% because they lack the necessary technical skills. Why New Hires Fail., Leadership IQ Press Release
STRATEGY AND TACTICS. Those who were exposed to the military will recognize the importance of this dimension immediately. Essentially, it's knowing what to do and doing it. Sounds easy—but it is not. It is an extremely challenging endeavor in a complex, rapidly changing world to know what to do or how to do it (More Detail).
This domain consists of five categories:
Executive Decision Making and Judgment (5)
Organizational Effectiveness (5)
Environmental Scanning (6)
Applied Problem Solving (7)
If you know others and know yourself, you will not be imperiled in a hundred battles; if you do not know others but know yourself, you win one and lose one;if you do not know others and do not know yourself, you will be imperiled in every single battle. Sun Tzu, The Art of War
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Great Transformational Leaders of Nations
“Be not afraid of greatness: some are born great, some achieve greatness, and some have greatness thrust upon them” — Shakespeare, Twelfth Night (II, v, 156-159)
We use an assessment to kick off the Insight, Strategy and Development process that are the heart of the Core Five Approach.Pricing assumes interaction between the client and advisor only. For example, pricing does not include using the assessment as part of a 360-feedback feedback or as a starting point for a specific, very targeted development program for a group.
INTRODUCTIONS — No Charge
Each person that goes through skills development is matched up with an advisor. It's important that both parties develop confidence and trust in each other. Legacee has different advisors available including the organization's founder Murray Johannsen.
INSIGHT — $1295
Assessment
This
assessment is NOT done by setting by yourself marking boxes on a booklet or and clicking on-line. It is done together with an advisor to so that questions can be asked and nuance discovered.
Debrief
We believe
that value comes with a debrief and the discussion where one takes a look at analyzing the results. There is a value to looking at the details. but also seeing results across all domains.
STRATEGY — $1995
Gap Analysis
Traditionally, we performed this on the basis of understanding the specific goals, BUT WE PREFER TO WORK TO THE VISION of the client. Vision is not be confused with goal setting—they are very different mental processes.
Tactics
We develop specific learning plans based on two knowledge and skill areas a client would like to develop. Typically, the plan is based on the organizations extensive base of learning and development materials. In some cases, we would recommend other experts in universities or industry. We develop the plan, but you approve it.
DEVELOPMENT— Price To Be Determined
Since there are
quite a few alternatives involved in development, pricing is
based on the strategy developed as a result of consultation
between client and advisor. The learning
paradigm stresses active involvement in
the process of learning—a "learn by doing" approach to reduce identified weaknesses or build strengths.
For example, executives often need to sit down and
read articles and will need to engage in mental and behavioral practice. We will come up
with what to read, but
as part of a learning agreement, will often ask that the
same assignment be practiced many times.
We ask for comments of one-year for those wishing to go forward with development.
For a more detailed discussion on each of the five, see this article.
