Companies - how do you decide who to develop as a leader?  Do you invest in all of your staff?  Just the high performers?  How do you know if your high performers have leadership acumen?

If two high performers are neck-and-neck, but you can only promote one, how do you choose?  What happens when a leader leaves the company?  Do you have development and succession plans capable of filling every gap as they happen?

 

The Sync7 Leader Lab is the answer.  This is not another “personality test” with a high degree of failure.  This is part leadership training, part leadership development, part formative assessment, and part summative assessment.  At the end of it, you will have a completely objective, non-biased evaluation score to inform you who is ready to lead now, and who has the highest leadership potential (ceiling).  

 

Evaluation modules:

• Emotional Quotient

• Adversity Quotient

• Critical Thinking

• Communication Skills

• Adaptivity

• Cognitive Flexibility

• Leadership Framework Adoption

 

Process

The company identifies HP Candidates and sends them to the Leader Lab for assessment, development, and evaluation.  

 

Method

1. Analyze

   1. This is where we use a battery of tools to determine baseline readiness for leadership.  This tells us what they know, where their skills gaps and blindspots are, what their strengths and weaknesses are, and other intangibles like attitude, discipline, ambition, creativity, and resiliency.  

2. Design

   1. This phase adapts to the findings from the Analysis phase to generate a personalized development plan including what modules to include, sequence, what research and case studies to include, where feedback loops will take place and how they’ll look, and the cadence of training.

 

1. Develop

   1. Guided by the Design phase, this is where storyboards are created, content is collected, and graphics are designed.  All collateral needed to execute on implementation is produced.

2. Implement

   1. This is the actual development training following a pre-determined cadence and format including instruction, demonstration, check-for-understanding, and feedback.  Feedback informs Sync7 on the candidate’s thoughts on the training’s clarity, impact, and feasibility.  Adaptation is made based on feedback.

3. Evaluate

   1. Candidate is evaluated on 

      1. Perception - measures the degree of participant satisfaction​

      2. Learning - measures the acquisition of knowledge and skills

         1. Knowledge is typically assessed with achievement tests

         2. Skills are typically assessed using performance tests

      3. Performance - measures the transfer of newly acquired knowledge and skills to an actual work environment.

      4. Results, such as implementation and leadership reception including clarity, motivation, and productivity.

 

 

During the Leader Lab process, Prodigies become Luminaries, with detailed evaluative scorecards showing how they performed, what they are most capable of now, and what areas they show the strongest potential so companies can steer them in those directions.  This is a powerful multidimensional talent development program that all companies can benefit from. 

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Contact us to learn more about identifying, evaluating, and developing your emerging leaders
and building your leadership pipeline.