"The most critical link to achieving a clear, competitive advantage is the capability of your management team to effectively impact the performance of those around you."
The CMI Center - Your Next Succession Planning Step
Succession planning involves identifying, tracking and developing your "high potential" managers for future leader positions. Competitive companies not only hire the best people, they find systematic ways to develop those individuals into a continuous succession of top performers.
CMI's Management Assessment and Development Center program has evolved from a combination of comprehensive research in the Industrial and Organizational Psychology discipline and working with thousands of executives worldwide. The CMI Center is designed around two foundational beliefs:
The CMI Center has selected its exercises and data gathering processes to reflect three critical and differentiating capabilities in managers. These are:
The CMI Center is designed to link to organizational/industry-specific issues with Center components. Examples of The Center's components and assessed competencies may include:
Post Center Feedback:
A CMI psychologist conducts the one-on-one feedback with the Manager, and then optionally, the Manager's Manager. While the feedback covers the manager's performance for each of the Center's components, its emphasis is to clearly link all of the information in a practical, developmental way for the Manager. Individual developmental plans are then formulated for continued follow up.
Put Success Back into Succession Planning!
Competency Management Incorporated's (CMI) succession planning instruments help your organization put the right people on the right track. We design and validate instruments that:
Case in point from a global client:
Because unlike most commercial 360's, our "Management Style & Impact" full circle instrument, is tailored to assess leader performance based on what is most critical to your organization. We link our behavior-specific questions with your unique mission, strategy, culture or goals to --
A leader may have great intentions, but it's the perception of others that reveal a leader's true effectiveness. Before a leader can enhance their performance, they must know how others actually see them. Our MSI² captures this information in a confidential and accurate manner resulting in a feedback report that is unique to the individual. Once the feedback is known, the leader can direct their attention on improving behaviors that have been specifically identified as weak when perceived by others.
Our MSI² assessment instrument includes five to six driver questions regarding specific behaviors associated with each key managerial area. Such areas may include:
In addition, MSI² questions have been customized for a broad range of industries (e.g., Healthcare, Pharmaceuticals, Information Technology, Retail). The questions are geared toward actual "at work" behaviors, resulting in actionable feedback. Our feedback report is also unique in that it is reviewed and prepared by one of our psychologists (rather than a preprogrammed computer generated report). Typical Applications:
The Process -
|The MSI² is given to a group of the manager's employees, customers, peers, and superiors to fill out. (Forms take less than 20 minutes to complete. Available as a web based instrument or traditional paper instrument.)|
|The data is tallied by CMI and a composite report is prepared for the manager.|
|The feedback report includes a general overview of strengths and opportunities along with detailed easy-to-interpret feedback data in graphic format.|
|The leader develops action plans for improving specific leader behaviors.|
|Follow up and progress is measured by repeating the MSI2 the following year.|
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