Learning Instruments
'To become a leader then, you must become yourself, the maker of your own life. Knowing thyself is the most difficult task any of us faces. But until you truly know yourself, strengths and weaknesses, know what you can do and why you want to do it, you cannot succeed in any but the most superficial sense of the word.'
- Warren Bennis
We recommend that our clients adopt both an inside-out and an outside-in approach to leadership development. This generally ensures a well-balanced and effective learning experience.
Inside-Out Approach
Clarion Learning strongly recommends using a learning instrument to support the development of self-awareness (a key aspect of emotional intelligence - EQ) as a core element of leadership development. Here we often use the Myers-Briggs Type Indicator MBTI which ensures a level of complexity and therefore depth in this area. We are however open to an alternative instrument of your choice. Our consultants are also comfortable and experienced in the use of the DiSC profile and Hermann Brain Dominance Instrument HBDI which are simpler but excellent alternatives.
Depending upon budget restraints, we would also recommend offering each participant a personal coaching session with a consultant where the results of the instrument (for example MBTI) can be further explored and linked to the specific business / leadership issues that the individual is currently facing. This executive coaching session also provides an excellent opportunity for the consultants to model the coaching skills and process that would be introduced during the leadership program.
Myers-Briggs_Type_Indicator_MBTI.pdf
Herrmann_Brain_Dominance_Instrument_HBDI.pdf
Intercultural_Development_Inventory_IDI.pdf
Intercultural_Conflict_Style_Inventory_ICS.pdf
Kolb_Learning_Style_Inventory_LSI.pdf
Mayer_Salovey_Caruso_Emotional_Intelligence_Test_MSCEIT.pdf
Outside-In Approach
Clarion Learning strongly recommends the use of 360 feedback instruments to support the leadership development process. These instruments give your leadership group a very clear impression of how their behaviour is perceived by members of their organization (including their manager, peers and direct reports) and gives them a chance to check on their ability to self-assess. Generally a 360 instrument will either be developed based on your organization's unique leadership guidelines or principles or can be derived from current leadership development research, theory and best practice.
We have made good experiences with the Leadership Practices Inventory LPI based on the 'Five Practices of Effective Leaders' from Kouzes and Posner. We recommend the instrument because the leadership model from Kouzes and Posner is, in our opinion, excellent and fits well with the fast-changing global business environment. Other good alternatives include the Life Styles Inventory LSI, the Global Executive Leadership Inventory GELI from Manfred Kets de Vries and the Multifactor Leadership Questionnaire MLQ from Bernard Bass and Bruce Avolio.
Leadership_Practices_Inventory_LPI.pdf
Global_Executive_Leadership_Inventory_GELI.pdf
Multifactor_Leadership_Questionnaire_MLQ.pdf
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