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Special: Distance Learning CDR Coaches' Certification Program Begins 12/19 & 12/20/13....

Based on client request, we have added a distance learning CDR Executive Coaches' Certification program beginning on 12/19 and 12/20/13.  Consider enhancing your coaching toolbox and joining our elite network of executive coaches. 

The CDR 3-Dimensional Assessment Suite provides unique insight into a leader's key strengths and development needs in the areas of character assessment, risk factors for derailment, drivers and rewards assessment.  Learn how these tools can accelerate coaching results and add value to your coaching practice and client results. Email cdrinfo@cdrassessmentgroup.com for more information. 

http://www.cdrassessmentgroup.com/3dsuite.php 

Study Finds 66% of CEOs Don't Get Coaching - Yet 100% Say They Are Receptive to Feedback?

More than 200 CEOs, board directors, and senior executives of North American public and private companies were polled in the 2013 Executive Coaching Survey that Stanford University and The Miles Group conducted this spring. The research studied what kind of leadership advice CEOs and their top executives are – and aren’t – receiving, and the skills that are being targeted for improvement.

 Key findings from the survey include:

 Shortage of advice at the top – Nearly 66% of CEOs do not receive coaching or leadership advice from outside consultants or coaches, while 100% of them stated that they are receptive to making changes based on feedback. Nearly 80% of directors said that their CEO is receptive to coaching....  see full article at:

2013 Executive Coaching Survey conducted by Stanford University and The Miles Group

Leadership Derailment Article Recommended at Chief Learning Officer...

Three Lessons to Beat Leadership Derailment

Rick Conlow and Doug Watsabaugh -  11/6/13

High levels of leadership failure cause heightened levels of employee dissatisfaction. Proactive leaders must learn three key lessons to win in today's competitive marketplace.

Leadership failures of all kinds happen on a weekly basis, with management derailment studies showing that business leaders fail at an alarming rate. Research published in July 2013 in the International Journal of Business and Management found that 30 to 67 percent of leaders fail.

What’s more, the Gallup Business Journal in June 2013 reported that 70 percent of employees are not fully engaged in their jobs. A 2012 Dale Carnegie report also showed that effective leadership creates a culture that powers employee engagement. Carnegie’s study showed that just 29 percent of employees are fully engaged. According to Gallup, this leadership failure costs companies in the United States an estimated $450 billion to $550 billion a year.

For full article:  http://clomedia.com/articles/view/three-lessons-to-beat-leadership-derailment/?interstitial=ch110613 

Clearly, leadership derailment is severe and costly.  There is GOOD news.  Leadership Risks for Derailment can be managed, neutralized and kept in check to avoid these costly damages to the bottom line.  The first step is -- identifying and recognizing each leader's inherent risks.  We have an assessment tool designed to do just that:  CDR Leadership Risk Assessment for Derailment.  To learn more, contact me at nparsons@cdrassessmentgroup.com or call 918.488.0722 and go to http://www.cdrassessmentgroup.com/RiskAssessment.php    Our break-through assessments can stop the negative toll on your bottom line.  Also, we add value by accelerating results as well.    Nancy Parsons, President, CDR Assessment Group, Inc., 

The ODD Leadership Risk Factor that can Derail Success

Of the eleven inherent Leadership Risk Factors we measure that can lead to derailment, the most misunderstood is “Eccentric.”  When coaching or training leaders and professionals, they often question us as to why this trait is even a risk factor in the first place.

Being “Eccentric” implies to most as someone who is odd, quirky, free spirited, whimsical, inventive, envelope pushing, and nonconventional.  At the surface, this trait seems quite benign with regard to leadership or professional effectiveness. It is true that often times the peculiarities do not impact overall performance in a substantially negative way.  These individuals are frequently viewed as fun or irreverent characters with some unusual ways of expressing themselves or in the ways they dress or act.

Let me caution you to not cavalierly dismiss the derailment danger awaiting the Eccentric leader or professional who may step beyond the boundaries.  They can create costly or embarrassing problems for businesses, relationships and that can be damaging to their own careers.  The weirdness sometimes hinders what we like to term “common sense” thinking or the ability to stay within appropriate social expectations.  Here are some actual examples:

1)     The Nutty Professional.  Some years ago we were at a business proposal meeting with a major energy company’s executives and the highly esteemed, well-regarded expert (Ph.D.) consultant we brought with us stepped over the line.  He was obviously getting bored and blurted out,  “Well it is a slow process…  it is like watching two old people screw.”  It was no surprise that we did not land the project.  Lesson learned:  we never brought this highly eccentric consultant with us again for a client or prospect meeting.

2)     The Too Much Information Communicator.  We worked with an executive coach who didn’t know when to say when. As soon as a particular leader client started to mention having had a tough childhood during a coaching session, this well trained coach, began injecting his own personal stories of abuse and ranting about societal evils.  Obviously, the coach lost credibility, the session went down hill, and the coach was removed from any further coaching on the project.

3)     The “Doesn’t Fit The Part” Guy.  An executive was reviewing candidates’ CDR profiles to screen for the position of vice president of business development. Out of the four experienced candidates we reviewed together, one (Sam) was an exceptionally good fit based on his assessment scores. The other three did not remotely fit the job profile. As it turned out, the executive client rejected this one best-fit candidate, who incidentally, was the only internal candidate.  The executive explained, “Sam just does not fit in as an executive with ABC Company.” I prompted a discussion to see if there wasn’t something that could be done in terms of image coaching, wardrobe support, etc. that could help this obviously gifted employee “fit” as an executive. This discussion was a no go.  The candidate was a high Eccentric and had alienated the executive culture just enough to be an unacceptable weirdo.  The sad part was, Sam had the business and customer knowledge, loyalty, (CDR) profile and capability – but his oddness was over the top and knocked him out of consideration.

These three cases were very costly.  The first was a large business project opportunity lost. The second resulted in a client complaint, reputation damage for the coach, and loss of revenue for future work that had been contracted. The third case prevented a highly capable employee from being awarded a promotion to a job he and the company could have mutually benefited from.

So the next time you think Eccentric is just a silly, unimportant tendency that is left to musicians and artists with nose rings and tattoos, think again.

                             

By Nancy Parsons                  

©2013, CDR Assessment Group, Inc., All rights reserved

CDR Coaches' Certification Workshop New Dates: Tulsa, December 3 & 4

Consider what these esteemed executive coaches have to say about the CDR 3-D Suite as the coaching tool of choice:

“The CDR 3D Suite is my favorite "deep dive" leadership style assessment for the leaders I coach.  It's my go-to assessment when clients are open for me to choose.  The reasons are twofold:  I genuinely like and trust the data and I genuinely like and trust the CDR folks. Nancy and her team have always been available to me and my clients, from their ability to interpret confusing results to assisting me with benchmarking a client's strengths and abilities against job profiles from their databank.  They're extremely professional and a delight to work with.”

--Patricia Wheeler, Ph.D. 
Executive Coach, The Levin Group

“After trying all of the best known executive development tools and training process/interventions currently available, the CDR 3-D Suite is the best way to fast forward leadership development.”

--Donna Dennis, Ph.D., Vice President,

Leadership & Development Global (former, now an independent executive coach), 

Medical Device Manufacturer

“I find the CDR suite to be a powerful reflective tool for building self awareness in physician leaders. Individual leader's insights gained through the assessment and subsequent coaching are lasting, transformative and rejuvenating. Use with teams opens eyes, hearts and a greater sense of possibility especially when faulty perceptions and assumptions have created lethargy and cynicism.”

--Val Ulstad M.D.- Cascade Partners

“The CDR three dimensional assessment tool is an invaluable resource to developing your leaders and your business. It is a tool that will support you in everything from recruitment and selection, leadership development, to team building. As a consultant/coach I have found it to be a great diagnostic tool as well as a fundamental resource to performance management when working with individual leaders and in creating and managing high performance work teams. It is significantly more detailed than other tools of its kind and provides an integrated perspective on the individual and the system they must learn to survive in.”                                                                                                                                    

--Barbara Mintzer-McMahon, Executive Coach and
 President: The Center for Transitional Management

"I am hugely impressed with the output of the assessments. I have been a research psychologist, executive and consultant for the past 30 years and can honestly say that this is the most thought-provoking and insightful psychometric feedback that I've ever had. I was especially impressed by the ability of the CDR Risk Assessment to intensify fairly subtle situation issues... these are breakthrough products."

--Neville Osrin, Psychologist & Executive Coach, United Kingdom

For details about the upcoming CDR Certification Workshop, please email:  cdrinfo@cdrassessmentgroup.com or call 918.488.0722.   Join us to enhance your coaching toolbox, client value and coaching opportunities!  

2013 CDR Coaches' Certification Workshop Dates -- Philadelphia, Houston & Tulsa

Hot Off the Press at PRWeb...

Leadership Gender "Risk" Differences Revealed

Women's E-News reported on CDR Assessment Group's findings that the key differences between men and women leaders can be found in their inherent risk factors. Women leaders tended to be "Worriers" while males tended to be "Egotists, Upstagers, and Rule Breakers."

Don't miss the press release:  http://www.prweb.com/releases/2013/8/prweb11053871.htm 

Parsons' Article on Female Executives 'Worrying Too Much" Featured in Women's E-News!

TODAY'S FEATURE

Good News: Female Executives Are Worrying Too Much

By Nancy E. Parsons

WeNews commentator

Tuesday, August 20, 2013

Personality risk factors, such as worrying and retreating under stress, can undermine an otherwise strong female manager or executive. Fortunately, there are ways to curb this and help women enjoy their proven strengths.

(WOMENSENEWS)--While the glass ceiling is real and its consequences for women severe, its root cause has been elusive.

A recent study by our firm CDR Assessment Group, where I serve as president, sheds light on the huge role of personality risk factors for leadership advancement.

Most illuminating and new is that many female leaders are "worriers," a self-defeating risk factor. They lose visibility and hurt their credibility by not standing their ground and by overanalyzing.

But these findings are actually good news. Now that we have measured and can clearly pinpoint what is holding women back, we can begin implementing developmental strategies and solutions that work.

Executives should learn what personality risk factors women in their organizations have and, if they are worriers, to be partners in helping them learn more productive ways to deal with conflict and stress.  

READ MORE >>>  go to:  http://womensenews.org/story/uncovering-gender/130819/good-news-female-executives-are-worrying-too-much (for the complete article, white paper & research available too.)

Client Email Makes Our Day!

From:

Sent: Friday, July 26, 2013 2:28 PM
To:
Subject: Recommendation: CDR Assessment Group

Hi All:

I hope that you are doing well.  I am sending along some information about CDR Assessment Group, a top notch consulting firm specializing in training, development, leadership coaching and integration( and more).  I know firsthand that CDR’s proprietary assessment tool is AMAZING.  I had the assessment done and it blew me away in its accuracy and perceptiveness - at even the most micro levels.  The session to discuss my assessment was extremely meaningful and valuable.  

There is a lot of flexibility around what they can do to respond to an organization’s unique goals and challenges.  In short, I highly recommend CDR. 

Thanks for your time.

Deputy Managing Director of Organizational Development &
Talent Management 

City of Philadelphia

Executive Coaching Group, Alexcel, Selects CDR President as Member

The Alexcel Group, an elite group of world class executive coaches has selected Nancy Parsons, President of CDR Assessment Group, Inc. as member.

• 

Nancy is a phenomenal strategic partner with incredible knowledge and expertise.

Tulsa, Oklahoma (PRWEB) July 24, 2013

Nancy Parsons, President of CDR Assessment Group, Inc. was recently selected as a member of The Alexcel Group, an elite international alliance of highly experienced consultants and executive coaches. “Only those executive consultants who have a proven track record of achieving results for clients and who meet Alexcel’s stringent professional standards are invited to join our alliance. Our members are world class leaders in executive development, team building and organizational development. We help you achieve sustainable success through leadership excellence. Executive coaches and consultants of our international alliance are located in Europe, Asia, and throughout the US,” according to the group’s website.

Simon Vetter, President of Stand Out and Acting Director of Alexcel Group noted that, “Nancy brings exceptional industry expertise along with the power of CDR’s tool, CDR 3-D suite. She embodies the three pillars that Alexcel Group’s 34 members rely upon among each other to deliver the highest caliber of service– building community, sharing knowledge, and collaboration. Our team can leverage Nancy and CDR’s tremendous value to become an even greater resource for our clients.”

California based Executive Coach, Leadership Expert and Owner of the Center for Transitional ManagementBarbara McMahan sponsored Nancy’s consideration with the Alexcel Group. According to Barbara, “Nancy’s candidacy for Alexcel was ideal given that the group centers around the importance of strategic partnering with the right people. Nancy is a phenomenal strategic partner with incredible knowledge and expertise. She is a consummate team player and incredible systems thinker, understanding how individuals and teams interact and guiding them on where they need to go.”

Nancy Parsons has served as the president of CDR Assessment Group, Inc. for more than 15 years. The firm’s key service is executive coaching and leadership development using their proprietary assessment tools. In fact, to further their mission, CDR trains and certifies executive coaches to use their assessments to coach leaders of their global clients. CDR certified independent coaches also use CDR’s instruments with their own clients as well. Nancy is an expert in leadership development, executive coaching, talent management, human resources, and assessments (personality, motivational and performance.) She is also a member of EWF International (an executive women’s peer group forum) and on the Executive Committee of Mid-America Government Contractors – MAGIC.

Parsons and CDR are excited and honored with this prestigious membership. The company will leverage these connections to continue to provide the highest caliber of leadership development and training.

For more, go to:  www.cdrassessmentgroup.com  or to the press release at:  http://www.prweb.com/releases/2013/7/prweb10957126.htm