Step 1 of 9 0% Email Header<p>Thank you for completing the Leadership Development Audit.</p><p>Your individual report is compiled in the PDF attached.</p>Email Footer<p>I look forward to exploring with you how to improve your existing Leadership Development Programme,</p><p>Best wishes,</p><p>Helen </p><p> </p><p>Helen Isacke<br /><strong>Founder of the <a target="_blank" href="https://trustedcoachdirectory.com/">Trusted Coach Directory</a></strong><br />07989 683294</p>Instructions: Click/touch on the answer below that you feel is the most relevant. Strategic ObjectivesIs the Leadership Development Programme (LDP) aligned with strategic objectives?There is limited awareness of the need to link the LDP to strategic objectives, and little attempt to do so.There is an awareness of the need for strategic alignment, but it's a struggle to articulate the link.The LDP is in general alignment with strategic objectives, but links are not clearly defined.The Programme is fully aligned with current strategic objectives, and links are clearly defined. Reviewed & Updated RegularlyEndorsed by the BoardIs the Leadership Development Programme endorsed by the Board & Senior Leadership Team (SLT)?The Board and SLT are not convinced of the benefits of investing in the LDP. The Board and SLT say that they buy-in to the LDP but don’t take action to support it on an ongoing basis.The Board and SLT endorse the Programme by contributing to it's development and help define measures of success. The Board and SLT are proud to endorse the Programme by contributing to its development and actively support/encourage participants. Aligns with Company's NeedsIs the Leadership Development Programme aligned with the company’s needs?There is insufficient data to understand company needs, so unable to align LDP with specific goals or success measures.There is a lack of clarity on the company's needs. The communicated needs change frequently resulting in uncertainty on how to align to the LDP.The LDP is mostly in alignment with the company's needs, but there are some grey areas.The Programme demonstrates real clarity, understanding and alignment with the needs of the company. Addresses Different Development NeedsDoes the Leadership Development Programme address different development needs?The LDP reflects a lack of clarity on leaders’ different development needs, it's a 'one size fits all' programme.The LDP has some flexibility to adapt to different development needs, but there is a leaning towards a cookie-cutter approach.The LDP covers a range of leadership competencies, skills and behaviour training which can be adapted to the group of leaders.The Programme covers a wide and flexible range of leadership competencies, skills and behaviour training adapted to individual leader's needs, and is embedded by 1-2-1 coaching. Different Delivery MethodsDoes the Leadership Development Programme contain a mix of delivery methods?The LDP is delivered ad-hoc, via face to face training in a tutor led manner or via e-learning. The LDP is delivered in a blended method, predominantly face to face with few concessions to being inclusive for most learning styles.The LDP is delivered in an accessible manner via a combination of face to face, virtual facilitation, e-learning and is generally inclusive for most learning styles and disabilities. The Programme is dynamic, easily accessible for all participants, with a comprehensive and regularly updated blend of delivery methods. It is supported by team and 1-2-1 coaching. Measures ResultsDoes the Leadership Development Programme measure results?The Leadership Development Programme has no process in place to measure results.An evaluation tool is being explored for the LDP but it is difficult to define what needs to be measured.There is a good measurement process in place but it's unclear as to what to do with the results.There is an effective measurement process in place, with full clarity around how to use, and learn from, the evaluated results. Is the Leadership Development Programme reviewed & updated regularly?The LDP is rarely reviewed, it hasn't changed in several years and feels stale. There is a process in place to review and update the LDP but it rarely happens. The Programme is referred to and reviewed regularly, but updates happen slowly.The Programme is reviewed regularly. It is a live, flexible and current document. Demonstrates ROIDoes the Leadership Development Programme demonstrate a return on investment (ROI)?Leadership development is allocated on a “nice to have” basis and is the first casualty of any budget cuts. Getting ROI is not expected.ROI is considered but it is unclear how investment could be focused and impact measured.ROI and Return on Expectation is demonstrable from the available data, if required. The benefits of the LDP are measured both financially and non-financially. Being able to assess the value gained is an integral part of the periodic Programme's review by the Executive team. Final DetailsOne final step before we send you your results. Name* First Name Email* Email Consent* Yes, I give consent to securely store my details, email me my report along with future relevant tips supporting my score. Note: We will never share your details with any third party. View our Privacy Policy. Identify the most important numberTopic 1 GapTopic 2 GapTopic 3 GapTopic 4 GapTopic 5 GapTopic 6 GapTopic 7 GapTopic 8 GapTopic 1 Yes Most ImportantTopic 2 Yes Most ImportantTopic 3 Yes Most ImportantTopic 4 Yes Most ImportantTopic 5 Yes Most ImportantTopic 6 Yes Most ImportantTopic 7 Yes Most ImportantTopic 8 Yes Most ImportantOverall Score results text for Column 1 - 0-40%<p>From your self-identified score, it appears that your Leadership Development Programme is struggling in a number of key areas. </p>Overall Score results text for Column 2 - 40-62%<p>From your self-identified score, it appears that you are frustrated with the current Leadership Development Programme in a number of key areas. </p>Overall Score results text for Column 3 - 63-84%<p>From your self-identified score, it appears that your current Leadership Development Programme is doing pretty well in most areas - well done! </p>Overall Score results text for Column 4 - 85-100%<p>From your self-identified score, it appears that your current Leadership Development Programme is really successful - well done!</p>Q1 or Topic 1 Biggest Gap Feedback<p><strong>Strategic Objectives</strong></p><p>The design of an effective Leadership Development Programme is more powerful when taking into consideration future trends that will influence the organisation’s agenda.</p><p><strong>Questions to consider:</strong></p><p>1. How can you keep up to date with your company’s strategic objectives?</p><p>2. What is the ‘big picture’ of what will be achieved by the Programme?</p><p>3. How can you write your LDP in a way that clearly identifies it as being specific to your organisation and its' business challenges/context?</p><p> </p>Q2 or Topic 2 Biggest Gap Feedback<p><strong>Endorsed by the Board</strong></p><p>Implementing a successful and sustainable Leadership Development Programme starts with input from the top, and with a two-way dialogue and feedback loop to support success measures. Board & SLT members who themselves have undergone team and leadership development are more likely to have strong buy-in to the programme, generating increased trust and engagement.</p><p><strong>Questions to consider:</strong></p><p>1. How can you encourage board members to share their leadership development experiences and how it has benefited them?</p><p>2. When is the best time to discuss the existing LDP with the Board, and find out what is important to them about leadership development?</p><p>3. Which members of the Board and SLT are best placed to review and feedback on the programme?</p><p> </p>Q3 or Topic 3 Biggest Gap Feedback<p><strong>Aligns with Company's Needs</strong></p><p>To ensure that the Leadership Development Programme is aligned with the company’s needs, an understanding of those needs and the relevant data is essential.</p><p><strong>Questions to consider:</strong></p><p>1. How will you determine which specific needs of the employees, leaders and organisation need to be considered?</p><p>2. Who can help you to assess how those needs are defined and how they will be measured?</p><p>3. What resources are necessary to collect the relevant data?</p><p> </p>Q4 or Topic 4 Biggest Gap Feedback<p><strong>Addresses Different Development Needs</strong></p><p>If you are unaware of your leaders' individual development needs, it will be difficult to tailor the programme accordingly and get the best results.</p><p><strong>Questions to consider:</strong></p><p>1. How will you determine individual development needs in advance of the programme to ensure relevant content?</p><p>2. Who is best placed to gather this information, and what format will you use?</p><p>3. At what stage(s) in the programme will you gain feedback from delegates to ensure development needs are being met?</p><p> </p><p> </p>Q5 or Topic 5 Biggest Gap Feedback<p><strong>Different Delivery Methods</strong></p><p>With a wide and diverse range of delivery methods available, it can be overwhelming and confusing when deciding how to choose the best methods.</p><p><strong>Questions to consider:</strong></p><p>1. How will you research the most up-to-date delivery methods?</p><p>3. How can you asess the success of existing methods?</p><p>3. How open are you to adapting the delivery methods of the programme based on feedback?</p><p> </p>Q6 or Topic 6 Biggest Gap Feedback<p><strong>Measures Results</strong></p><p>To be able to measure the results of the programme, you need to be clear on what is being measured, and what success looks like.</p><p><strong>Questions to consider:</strong></p><p>1. How will you engage the Board and SLT to help you define success measures?</p><p>2. Who is the best person to instigate a process to measure results, ensuring consistency of measurement?</p><p>3. Who should be consulted with to determine how the results will be used?</p><p> </p>Q7 or Topic 7 Biggest Gap Feedback<p><strong>Reviewed & Updated Regularly</strong></p><p>When you feel confident that you have your ‘finger on the pulse’, your Leadership Development Programme will reflect the business reality accurately as it is a live document.</p><p><strong>Questions to consider:</strong></p><p>1. How can you ensure that the LDP is referred to as part of your HR/People Strategy?</p><p>2. How regularly should the programme should be reviewed?</p><p>3. Who can provide the most relevant feedback when the LDP is reviewed?</p><p> </p>Q8 or Topic 8 Biggest Gap Feedback<p><strong>Demonstrates ROI</strong></p><p>Many organisations look for a 'Return on Investment' when it comes to people development, even more so when the when budgets are tight. We know that Strategic Leadership Development should be recognised as a business investment rather than a cost item, yet is it possible to always quantify this in financial terms?</p><p><strong>Questions to consider:</strong></p><p>1. How will you determine what 'return' is expected?</p><p>2. How will the sucess and value of Leadership Development be measured?</p><p>3. How will you ensure that the criteria for measurement is consistent?</p><p> </p>Call to Action for EveryoneCall to Action for Column 1 - 0-40%<p>You have now identified what’s working well and what could be done differently to take your Leadership Development Programme to the next level.</p><p>As your results reflect that you are struggling in several areas, you might like to consider what assistance or resources you need to address the gaps.</p><p>I will email you in the next couple of days to arrange a call to review your audit, and if appropriate I can signpost you to any resources that may help.</p>Call to Action for Column 2 - 40-62%<p>You have now identified what’s working well and what could be done differently to take your Leadership Development Programme to the next level.</p><p>As your results reflect that you are frustrated in several areas, you might like to consider what assistance or resources you need to address the gaps.</p><p>I will email you in the next couple of days to arrange a call to review your audit, and if appropriate I can signpost you to any resources that may help.</p>Call to Action for Column 3 - 63-84%<p>You have now identified what’s working well and what could be done differently to take your Leadership Development Programme to the next level.</p><p>Your results reflect that you are doing pretty well in most areas, but you might like to consider what assistance or resources you still need to make your Leadership Development Progamme even better.</p><p>I will email you in the next couple of days to arrange a call to review your audit, and if appropriate I can signpost you to any resources that may help. </p>Call to Action for Column 4 - 85-100%<p>Although your results reflect that you are doing well in most areas, you might like to consider what assistance or resources you still need to make your Leadership Development Progamme even better.</p><p>I will email you in the next couple of days to arrange a call to review your audit, and if appropriate I can signpost you to any resources that may help.</p>Question 1 results text for Column 1 - 0-40%Question 1 results text for Column 2 - 40-62%Question 1 results text for Column 3 - 63-84%Question 1 results text for Column 4 - 85-100%Question 2 results text for Column 1 - 0-40%Question 2 results text for Column 2 - 40-62%Question 2 results text for Column 3 - 63-84%Question 2 results text for Column 4 - 85-100%Question 3 results text for Column 1 - 0-40%Question 3 results text for Column 2 - 40-62%Question 3 results text for Column 3 - 63-84%Question 3 results text for Column 4 - 85-100%Question 4 results text for Column 1 - 0-40%Question 4 results text for Column 2 - 40-62%Question 4 results text for Column 3 - 63-84%Question 4 results text for Column 4 - 85-100%Question 5 results text for Column 1 - 0-40%Question 5 results text for Column 2 - 40-62%Question 5 results text for Column 3 - 63-84%Question 5 results text for Column 4 - 85-100%Question 6 results text for Column 1 - 0-40%Question 6 results text for Column 2 - 40-62%Question 6 results text for Column 3 - 63-84%Question 6 results text for Column 4 - 85-100%Question 7 results text for Column 1 - 0-40%Question 7 results text for Column 2 - 40-62%Question 7 results text for Column 3 - 63-84%Question 7 results text for Column 4 - 85-100%Question 8 results text for Column 1 - 0-40%Question 8 results text for Column 2 - 40-62%Question 8 results text for Column 3 - 63-84%Question 8 results text for Column 4 - 85-100%Question 1 %Question 2 %Question 3 %Question 4 %Question 5 %Question 6 %Question 7 %Question 8 %Overall Total NumberThis will simply add up all questions and give a total number of points for all. Overall Current PercentageCreation note: Change "40" to the number of total points available in this quiz. Remember each question is worth a total of 4 points. E.g. Total of 6 questions is 4x6 = "24". Total of 8 questions is 4x8 = "32". etc
