The core Leadership Effectiveness Assessment Process develops in-depth feedback for the executive on:

• His or her view of him/herself (Self Report)
• The views of his or her boss, peers, and direct reports (360º Feedback)
• His or her core drivers (Individual Directions Inventory)
• Role Expectation (the executive and two key observers)
• Emotional Intelligence
• Comparison with Best Practice data from a specific industry or functional area.

In confidential situations, the 360º feedback may be eliminated. All instruments are available on-line or paper, and in multiple languages. The executive's feedback is benchmarked against North American data. European data may be used as a comparison for executives with international responsibilities.

To link developmental needs to business objectives, the individual's boss is interviewed and a discussion session is held with the individual, his/her boss, and, often, the head of human resources.

Upon completion of the feedback session, two Action Planning Sessions are held to develop specific action plans to focus on developmental goals.

Targeted Coaching may be provided to support the executive in developing towards these goals.

For assessment of full leadership teams, see the description of Team Assessment and Building.