Leadership Development Worldwide: Executive Coaching and Development
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Services | Executive Coaching and Development

Effective succession planning, coupled with rapid growth and development for all key managers, is one of the most important success factors for thriving organizations.  LDW's seasoned psychologists can develop a customized coaching and development process that ties into the real needs of the organization.  Often, such coaching assignments begin with an in-depth Developmental Blueprint for the individual.

The Developmental Blueprint: This combines an objective third-party assessment (the Developmental Assessment) with a sophisticated use of multi-rater feedback (360º Feedback from those who know the actual work of the individual), in order to provide a high-impact developmental experience for the individual.  Additionally, objective feedback about development needs can be provided to the individual's management and potential mentors. The Developmental Blueprint is a developmental experience that many executives report to be the richest, most candid and usable feedback they have received in their careers.

Developmental Assessment Process: The Developmental Assessment looks at the individual primarily "from the inside out." Our standard assessment process begins with several personality and leadership questionnaires completed online by the individual prior to the assessment meeting. The actual assessment involves a half-day, in-depth interview with an LDW management psychologist, discussing the individual's educational and career background, future aspirations, self-assessment of strengths and areas for improvement, and related information. Individuals also take several standardized problem solving measures on site. Between the interview data and the results of the testing, the psychologist will calibrate leadership potential, problem-solving capability, stress resilience, and specific job-related skills and competencies.

360º Feedback Process: Multi-rater (360º) Feedback looks at the individual primarily "from the outside in." It provides detailed, anonymous feedback about critical leadership skills from those who most frequently observe the individual in real-time: supervisors, peers, direct reports and internal/external customers. LDW's 360º is powered by Panoramic Feedback™, a state-of-the-art online 360º that is completely customizable to the competencies and culture of any organization.

Comprehensive Feedback Process: The psychologist integrates all the data obtained through testing, the Developmental Assessment Interview and the 360º Feedback into an overall Developmental Blueprint, a document that includes specific, tailored recommendations for further development. This Developmental Blueprint is reviewed with the individual in a follow-up feedback session, usually within a few weeks of the initial assessment and the 360° being completed. The actual feedback session with the individual is generally a half-day in length, allowing ample time for discussion of the results, the implications, and beginning an action plan to address the developmental areas.

Feedback to the Organization: Feedback to the organization is done after the individual has been debriefed, and after the individual has given permission to release the report to the organization. Seeking permission of the individual assures that all parties understand what is contained in the report and fosters a more open developmental process for the individual and the organization. We encourage the individual and his or her supervisor to meet together (with or without the psychologist present) to discuss the salient points, and put together a more concrete set of actionable developmental steps for the individual. The supervisor, in conjunction with HR, is often in the best position to know what developmental opportunities, projects and work experiences are potentially available to the individual.

Follow-up: Since development is always an on-going process, never a one-time "event," monitoring and follow-up is required to ensure consistent progress. We recommend periodic follow-up meetings with the psychologist, and on-going discussions between the individual and those in the organization who have a stake in his or her rapid development. Focusing on the "critical few" developmental needs and reassessing progress in a timely fashion leads to the most effective change and development process. "What gets measured gets done."