Sociability Can be Tricky

Sociability can be a tricky trait.  Those with high socialibility and strong extraversion characteristics are frequently selected to be leaders, particularly if they are technical or scientific experts. Often, we are eager to promote those scientifically astute professionals who are outgoing and well spoken.  This is because many in these fields tend to be introverts and some are even social blunderers.  Rushing to this judgment on leadership suitability can be a huge mistake. 

Just because an IT professional, physician, or R & D scientist speaks well does not equate to leadership capability.  "Leadership Energy" is the essential scale to measure or trait and is the first hurdle to effective leadership.  One can have high Sociability and low Leadership Energy -- which can appear misleading and often results in the wrong promotional decisions.

WLC Mentoring & Networking Session in Tulsa

Late yesterday, I attended the WLC Mentoring & Networking Session in Tulsa. It was an exceptionally well done program. Kudos to the organizers, speakers, and facilitators. There were table discussion based on on the World Cafe Journey Map -- Self Discovery Process focusing on "what am I passionate about?"

The forum provided for great dialogue with dynamic, interesting women. Also, I enjoyed the speed networking. It had structure so that the responsibility of "initiating" a discussion was not required. Normally, even though I am an extrovert, I am not comfortable in those networking situations where you have to go up and introduce yourself to strangers.

It is also kind of ironic since most of my time is spent focusing on coaching and developing others that it has been a long time since I've been the participant in this type of session. I thoroughly enjoyed the experience. I think I was probably past due!
To learn more about the Tulsa United Way's WLC go to: http://www.tauw.org/tauw/Womens_Leadership_Council.asp

Leadership Development expert, Ed White, joins CDR

Tulsa, Oklahoma (PRWEB) April 11, 2012

Edward White, Ed.D. has joined CDR Assessment Group, Inc. as Vice President, Global Talent Development and will lead CDR's corporate university, educational and leadership development programs.

Ed White, Ed.D., has joined CDR Assessment Group, Inc. as the Vice President, Global Talent Development and brings over 30 years of industry experience. Ed will lead CDR’s corporate university, educational and leadership programs. Formed in 1998 as a women-owned entity, CDR provides distinctive assessments and consulting services for talent management and leadership development for global clients.

“This is an exciting time to be joining CDR because of the new product development that is underway," Ed noted. “I have been involved in the early design stages of some compelling new learning tools and services. We will dramatically change the course of how leaders are developed and deployed in organizations.”

For the full press release, go to: http://www.prweb.com/releases/2012/4/prweb9385590.htm

A Must Have 360 Feedback Instrument

360° Leader Scan™

CDR Assessment Group, Inc.’s multi-rater feedback instrument, the 360° Leader Scan™ gets to the heart of what matters most about a leader’s performance. This practical tool provides essential competency-based performance data vital to equip your leaders and teams to perform beyond current expectations. The 360° Leader Scan™ is not full of fluff or watered down with neutrality or ambiguity. Additionally, our services are delivered in such a way to assure smooth implementation and to maximize participant feedback – we strive to take the administrative burden off of you.

The 360° Leader Scan™ stands ready to administer. While we do offer an array of customization services tailored to specific client needs, this robust online 360° tool is ideally designed to focus on competencies imperative for today’s leaders. In fact, you will find this exceptional tool has just the right mix of narrative and statistical data to provide straight-forward results for managers to begin developing impactful action plans.

The 360° Leader Scan™ features over 80 detailed items within 12 distinctive leader competency categories. Narrative feedback is also collected from all input providers for 15 leader performance and development perspectives. Competency categories include:

Adaptiveness / Dealing with Change
Business Strategies
Coaching – Developing Staff
Communication
Dealing with Stress & Adversity
Decisions & Courage
Innovation & Problem Solving Approach
Organizational Advocacy & Commitment
Performance Results
Personal Development
Relationship Building
Teamwork / Supportiveness to Others

Best of all, CDR handles all communications and coordination for clients. Certification is not required for coaches'. Orientation is available as needed.
Call 918-488-0722 or email cdrinfo@cdrassessmentgroup.co9m