Leadership Development

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Leadership development expands the capacity of individuals to perform in leadership roles within organizations. Leadership roles are those that facilitate execution of a company’s strategy through: building alignment, winning mindshare and growing the capabilities of others. Leadership roles may be formal, with the corresponding authority to make decisions and take responsibility, or they may be informal roles with little official authority (e.g., a member of a team who influences team engagement, purpose and direction; a lateral peer who must listen and negotiate through influence).

Leadership Development is key to business success. A study by the Center for Creative Leadership revealed that 65 percent of companies with mature leadership development programs effectively drove improved business results as compared to 6 percent of companies without such a program. Similarly, 86% of companies with leadership development programs responded rapidly to changing market conditions whereas only 52% of companies with immature programs were able to do so.

Personal Development

Personal Development covers activities that improve awareness and identity, develop talents and potential, build human capital and facilitate employability, enhance the quality of life and contribute to the realization of dreams and aspirations. Personal development takes place over the course of a person’s entire life. Not limited to self-help, the concept involves formal and informal activities for developing others in roles such as teacher, guide, counselor, manager, life coach or mentor. When personal development takes place in the context of institutions, it refers to the methods, programs, tools, techniques, and assessment systems that support human development at the individual level in organizations.

PERSONAL DEVELOPMENT INCLUDES THE FOLLOWING ACTIVITIES

  • Improving Self-awareness
  • Improving Self-knowledge
  • Improving Skills or Learning New ones
  • building or renewing identity/self-esteem
  • Developing Strengths or Talents
  • Identifying or Improving Potential
  • Building Employability or(alternatively)Human capital
  • Enhancing lifestyle or the Quality of life
  • Improving Health
  • Fulfilling Aspirations
  • Initiating a life enterprise or (alternatively) personal autonomy
  • Defining and executing personal development plans (PDPs)
  • Improving social Abilities

Networking Skills

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In the global marketplace the ability to connect has become an essential skill in improving our network and accessing better professional opportunities. While some cultures are very comfortable with the concept it is not a skill that comes easy to everyone.

Optimizing the hidden potential in your existing network is a good place to begin but your goal should be to able to network anywhere, with anyone. Communicating your message is a means of gaining credibility that is best accomplished through substance, not style. Listening and asking questions helps you build rapport and trust. Practice your communications until you feel confident that your message will come across as genuine and unscripted.

Building your own biography that stands out and reflects your true talent takes consideration and and it is important to understand that when it comes to networking, knowing what not to is as important as knowing what to do. In the end, networking is all about building relationships that are honest, sincere, and of value to both parties. Making a commitment to improve your networking skills and you’ll see that “givers gain” is more than just a nice saying.

HOW TO SURVIVE IN THE GLOBAL WORKPLACE

No man is an island and never has that been more true than in the current global workplace. We now operate in teams working in many time zones and connect with different cultures on a daily basis. Although the new environment can appear complicated it is in fact an incredible to travel and learn while remaining at your desk.

Learning cross cultural awareness is paramount for facing challenges such as building trust, organizing tasks, bridging cultures and overcoming time differences. Our experience in this area will develop you or your organizations capacity to increase collaboration, trust, cohesion and effectiveness among global teams.

Interview Skills

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Whether trying to find the right hire or preparing for the next great career move, it is fair to say that interview management is a technique and poor interviewing skills can either stop you from getting the right job or hiring the right person, impacting your bottom line and presenting a negative image of yourself to the marketplace.

Career Advisory

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For over 30 years, we have been guiding individuals in career-related issues. We help develop the structure and tools for you to use in developing a career plan that brings results. We provide solutions to workplace challenges, job search strategies, work/life issues. Goal achievement sessions are tailored to your individual needs. AMPLFY works with the candidate on an individual basis. We provide job seekers with focused targets for charting careers and uncovering their next position.

We enable candidates to identify their skills, strengths, interests and personal values. Armed with a focused strategy, resume, networking and interviewing skills – our candidates are better qualified to target opportunities for satisfying careers

We offer the latest, most complete, most convenient career assessment services. This offers you an efficient way to get a snapshot of your interests, values, personal operating style – and apply them to various occupations. Assessments help you uncover your hidden skills and highlight your talents.

Talk with a coach/counselor to determine the assessment tool that’s right for you.

Take an assessment, in-person or online.

Debrief with a career pro during a comprehensive interpretive session.

AMPLFY have worked at the highest level whether at the worlds leading business schools or with senior professionals looking to make that next important step. We can help you reach your full potential and move your career into high gear.

720-degree-feedback-survey

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At AMPFLY we believe that traditional assessments do not necessarily provide the complete picture. As an individual is not only impacted by his professional environment but also his personal life we believe that combining 360° assessments of both will enable us to get the full picture and deliver a more enduring solution. This combination of both the 360° Personality Audit and the Global Leadership Executive Mirror assessment tool gives us what we call a 720° global view of the client. With this total review we believe that we can effect incredible change and set up the goals to achieve real and sustainable results.

360° PERSONALITY AUDIT
As one step on your journey to knowing yourself, you may take The Personality Audit, which was designed to help you in your personal growth and development to help you undertake the journey from where you are to where you want to be.

This is an online survey in which the following seven dimensions (presented as polarities) are observed:

Low / High Self-Esteem
Vigilance / Trust
Laissez-Faire / Conscientiousness
Self-Effacement / Assertiveness
Introversion / Extroversion
Low Spirited / High Spirited
Prudent / Adventurous

The survey is completed by the participant and 3-5 observers (observers to include are a significant other, a superior and a subordinate). It is not an anonymous survey.

As a result of The Personality Audit process, you will be able to:

Understand the advantages of 360° feedback

Describe and understand the 7 personality dimensions
Evaluate your strengths and weaknesses in each dimension
Learn more about aspects of your leadership style
Develop an action plan for using the feedback to further your growth and development

Furthermore, if you are using The Personality Audit in an existing working group, you will be better able to:

Create a high performance team (and make virtual teams more effective)
Enable true knowledge management in your organization by exchanging best practices

Create an organization in which people are not hindered by functional or divisional boundaries

GLOBAL LEADERSHIP EXECUTIVE MIRROR
The Global Mirror is a psychometrically-validated survey with which participants can compare their own perceptions of their leadership behaviour with the perceptions of between seven to 15 others (supervisor, co-workers, direct reports, clients and other stakeholders). Information garnered from this 360-degree survey is much more powerful than any form of self-assessment, as executives have too many blind spots to be able to honestly appraise themselves.

The survey is divided into three parts, looking at the executives’ leadership behaviour, their capabilities at coping with stress and the overall effectiveness of their leadership performance.Part one focuses on 12 leadership dimensions (illustrated below) that are key to ensuring global executives are equipped to lead teams, organisations, and leverage networks effectively to achieve organisational and personal goals

By answering questions such as: Am I fair in my actions?, “Do I persevere despite setbacks?, Do I take responsibility for my actions?, Do I analyse my feelings before acting on them?, Do I follow through with my commitments?, executives can analyse their answers against the responses from those they work with, to gain a higher understanding of why they act as they do and help them to become more effective in dealing with others, encouraging them to be reflective rather than reactive in their actions.

The second part of the mirror is a ‘Life Stressors and Wellbeing Resources’ indicator designed to help leaders identify where their stress levels are in relation to work, relationships, health and finances, and to recognise the cognitive and social structures (a combination of social and psychological mechanisms) they need to have in place to manage life’s pressures. Different people react to stress in different ways and it’s crucial that leaders recognise their individual stress levels and capacity to tolerate stress to avoid burnout.

The third and final part of the Global Mirror, ‘Perceived Leadership Performance’, measures the participants overall effectiveness as a leader. The perception of a leader’s organisational effectiveness can be used to gauge how well they doing in their leadership role. Questions are designed to gauge on the leader’s effectiveness in two key areas: the visioning, empowering and energising part of the leadership role (the charismatic dimension), and the architectural dimension (pertaining to the structural measures that need to be put into place to obtain the required results). As with the other indicators, the gap between self-perception and the perception of others can be very revealing.