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No one argues that business success is intrinsically
tied to human performance. It's a given. Because of competing resource
demands, however, dollars spent on efforts to improve human performance
through training and development must yield a maximum return to
the organization. Measurement instruments like Leader Navigator
are a means to secure that objective by ensuring the right people
are trained in the right skills at the right time.
Wilson Learning's Leader Navigator provides
information needed for effective individual and organizational development.
Leader Navigator:
- Provides multi-rater/360-degree measurement
- Is based on researched competencies
for the business challenges of today and tomorrow
- Has a flexible scoring and reporting
capability to meet any organization's needs
- Drives development planning to ensure
that information is turned into action
Over the past 30 years Wilson Learning has helped
organizations throughout the world develop competency models that
drive individual performance. Applying expertise gained from these
experiences, we are now focusing on the changing business environment
and the new human capabilities required to drive strategy and create
success.
Our current research indicates that the nature
of competitiveness has changed. Critical to organizational success
today is the ability to integrate competencies into the day-to-day
activities of creating value. The knowledge age requires the workforce
to operate faster, with more know-how and collaboration.
To facilitate these new requirements, we have
created a model that defines six core capabilities critical to how
individuals contribute to organizational performance. The capabilities
have, at their core, outcomes that help drive organizational effectiveness.
Each capability is further defined by a set of integrated competencies
necessary to fulfill that capability. In all, there are 26 competencies
in the Leader Navigator model.
The Leader Navigator consists of 137 discrete
behavioral indicators of the competencies and capabilities. Leader
Navigator is configurable because the specific competencies
required vary depending on the individual's or organization's needs.
For example, we have standard configurations that include Executive
Leadership, Project Leadership, Manager, Supervisor, and Individual
Contributor.
As a configurable capability, Wilson Learning
provides multiple options for every step in the measurement process.
- Multi-source questionnaires. We offer
several variations of the questionnaire for different populations
(managers, executives, team leaders, etc.) as well as custom
configurations for client-specific competency models.
- Flexible data collection. We offer
multiple ways to collect the data: scannable forms, fax-back
forms, and soon, online Internet surveys.
- Multi-level feedback reports. We offer
multiple reports for providing feedback to individuals, work-unit
coaches, and organizational decision makers. Or, we can custom
design a report to meet your unique needs.
- Development recommendations. We can
offer feedback on recipients' developmental recommendations,
or we can integrate our measurement with your training and development
capabilities.
- Development planning sessions. We offer
everything from individual development planning sessions to
organizational action planning using our unique InnovatorÒ group
decision-making software.
Measurement is only as good as the process that
helps people make use of the information. Wilson Learning will work
closely with you to ensure that the right information is provided
to the right people in a way that facilitates appropriate action.
- Linking to business strategy.
Effective capability development requires a clear understanding
of how individual performance links to organizational strategy
and critical success factors. Wilson Learning will help you
clarify the impact of organizational strategy in determining
the competencies critical to individual performance.
- Identifying critical competencies.
Wilson Learning works with a variety of technologies to help
you select the right competencies. Whether it is matching our
questionnaire items to your existing competency model, constructing
a new future-focused competency model, or something in-between,
Wilson Learning has the necessary capabilities to support your
efforts.
- Organizational positioning.
Gaining commitment to action begins with how the measurement
is introduced to the participants. Wilson Learning will work
with you to find the right method for launching a successful
developmental change initiative.
- Report selection. The right
information needs to be provided to stakeholders in a way that
drives action. We will work with you to select the right reports
for achieving your purposes.
- Feedback sessions. Individuals
and organizations need support in making use of the feedback.
Wilson Learning provides several options for guiding the interpretation
and action planning for individuals, managers, and organizations.
- Success assurance. A capability
measurement is successful when it results in enduring change.
Wilson Learning can work with you to develop plans for tracking
progress on learning and performance improvement goals, provide
follow-up feedback measurement, and determine the return-on-investment
of your development initiatives.
By systematically linking measurement to developmental
planning you create the capability to move quickly from data to
action.
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