Have you experienced poorly designed collaboration? Often business leaders need to solve pressing questions, like–
- how do I deal with a political or power-driven agendas on my team?
- how do I get my team to stop being negative and help me to solve these challenges?
- how do I foster new ideas that translate into actual implemented steps?
- how do I clarify the purpose of effective collaboration?
We set ourselves up for failure when we make common collaboration mistakes, but you don’t need to!
Design purpose and results in your collaboration with this provoking 35-question assessment.
Professional Collaborative Leadership 360 Assessment, developed in association with SVI of Dallas, to set up your team for a powerful evolution to working together better including a package of services to accomplish your objectives. Contact me to set up a time to explore. email@example.com
Scoring and Commentary:
On a high level, the simple score total of 0 -100 is simply an indicator, or not, of the culture of collaboration within your organization. There is great value to looking deep into the remarks made and where that will inform your focus. Look at the themes and trends over time on multiple assessments. Where are your strengths and areas to be developed? Note, in most every organizational assessment tools, such as the Leadership Circle, 360 assessments and the 9 Domains, self assessments provide scores higher than the assessment of, and by, the team. Therefore, a self assessment such as this must be a first step on the development of the right program for your organization to build your culture of collaboration. Therefore, as a second preliminary step, encourage your team to all complete this assessment and we will compile and present those results for you.
Use Over Time:
A key element of this assessment is to observe how it changes over time. What gets measured gets done. What gets measured over time shows the change occurring and where the changes are positive and where they are neutral or negative. By doing this assessment at two or more points during a collaborative leadership development process guiding by David and his associates, clients may better understand their progress and their gaps. We will customize the program accordingly.
Collaboration is an organizational culture when done well and often. It is the way we work together. Collaboration is not an event. By dedicating your organization to development over time and as challenges and opportunities evolve and arise, you will be more agile, resilient, innovative, focused, accountable, and successful. Your organization will, naturally, seek to bring all the right resources available inside and outside your organization, at the right time and with the right processes to maximise your probability of success. Developing your culture of collaboration is unique to your organization. There is no magic formula. There is commitment to working together better in every way to serve your shareholders/ stakeholders, team, community and environment. How you engage is far more predictive of success than on what you engage. A more in-depth assessment is available for clients. Let’s talk.
Thanks to Laura Hummelle for her assistance in this assessment.