Optimising ROI with evidence-based leadership development methods

Anyone who has ever worked with me will know how strongly I believe in evidence-based approaches. Let’s face it – without objective analysis, we’re forced to rely on opinion and assumption to make decisions which often leads to uncertain and potentially suboptimal outcomes.

Through objective analysis we gain clarity and insight, and these are essential if we are to make well-informed choices that will give us the best chance of success.

I see this very often in the leadership coaching profession, both in terms of the diversity of coaching services and styles in the marketplace and the array of tools available to support leadership development initiatives.

While many are undoubtedly excellent, the inability to demonstrate their alignment with leadership goals and ultimate effectiveness can leave organisations uncertain about their capacity to achieve desired outcomes.

Making informed choices when selecting leadership development tools

When selecting any leadership coaching method or tool, it’s important to be able to map it to an organisation’s corporate leadership plan. You will want to know:

How exactly will this help us develop the capabilities in our leadership plan so we can measure our return on investment?

Recently, I was excited to learn that Neural Networks Concepts (whom I partner with to deliver my clients the EQ-i 2.0 Emotional Intelligence Assessment) had gone to significant effort to have their tool specifically mapped to the APS Leadership Capabilities.

While the tool is already respected and employed by a vast number of organisations which can attest to its effectiveness, the commitment to demonstrate its efficacy in a public sector context reflects their proactive approach towards validating its utility in diverse environments.

Specifically, the mapping proves alignment between the APS Integrated Leadership System and SES Leadership Capabilities as outlined in the APS Leadership Capability Framework.

With a strong focus on emotional intelligence within these capabilities, the EQ-i 2.0 Emotional Intelligence Assessment can play a valuable role in:

  • enhancing interpersonal communication and collaboration within teams to foster a more cohesive and productive work environment
  • developing effective leadership skills and empowering managers to lead with empathy, resilience, and self-awareness
  • facilitating personal growth and professional development by identifying areas for improvement and providing actionable insights

The tool is able to pinpoint the EQ scales that support EQ development in the APS framework, as well as those which could undermine it. With this knowledge, individuals and public sector organisations can strategically focus their efforts on strengthening areas of EQ that align with the framework.

How I use the EQ-i 2.0 Emotional Intelligence Assessment

I’ve recently had the privilege of delivering numerous leadership and culture change programs, as well as succession planning exercises to help organisations develop their people in a way that aligns to their broader objectives.

I value the EQ-i 2.0 Emotional Intelligence Assessment for its ability to deliver an accurate EQ profile of leaders so I can work with an organisation to better define the specific leadership initiatives and workshop content that is needed based on the results.

The possibilities are endless though, and the potential outcomes for public sector organisations that choose to employ it are compelling.

This is certainly another evidence-based tool that I am proud to include in my toolbox when working with the public sector to enhance leadership effectiveness and cultivate a culture of EQ-driven success.

To learn more about the EQ-i 2.0 Emotional Intelligence Assessment tool, or to review its mapping to the ILS and APS Leadership Capabilities, please email me at: kv@kimvella.com.au

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