|
 At
a time when change is accelerating at unprecedented speed, many
of the factors that lead to accomplishment for managers and supervisors remain unchanged. MAP
remains the leading objective, video-based, assessment of managerial
competence in the world for good reason-it insures results from training. Managers receive results on each of the
12 competencies measured and individual scores compared via percntile rankings to peers in several categories. These scores are a percentile ranking based on
the over 150,000 managers who have been through the MAP assessment.
MAP is a video-driven, competency-based, simulation that assesses
a manager's proficiency on 12 competencies,
8 values/drives, and 2 leadership style orientations styles. These can be generated for each participant,
as well as a department, location, the organization or the industry.
Norms are based on the performance of over 150,0000 managers in the
1,000+ organizations that have used MAP.
MAP helps your managers find and understand their fundamental strengths:
managerial strengths, without which, leadership skills cannot grow
and flourish. Generally effective leaders can have unknown Achilles
heels that prevent them from achieving their potential. These hidden
or unknown weaknesses can often act as the weak link in a chain,
hindering organizational goals or a career. These competency deficits
are identified and defined by MAP. Since they are competencies,
they can be trained, practiced and mastered -- weakness turned into
a strength. MAP results are the first piece in a managerial development
plan for the whole organization.
MAP is the premier tool to provide your managers and your trainers
with a proven, reliable, objective database on which to build HRD
decisions. With MAP you start with scores compared to the database
of over 150,000 managers form the over 1,000+ organizations who have
used MAP. From here you can create your own internal norms grouping
managers accordning to any criteria you define.Most managers become very motivated to learn when they see how they stack-up to their peers. We install the program,
take you through the initial cycle, and train your managers to run
future sessions, score responses, and manage your database.
Interpretation and Planning
During interpretation and planning, managers review individual and
group results, and determine what is most significant for themselves.
Managers review scores on styles/values and learn the important
impact personality can have on how competencies are used. A 12-page
individual development plan is completed, and managers learn how
MAP/management development complements other organization systems
and strategy.
Managing to Excel: the next step
Consider this an invitation...
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Map/Excel: A 5-Step Cycle for
Competency-Based Management Development
| |
Activity |
Individual Purpose |
Organizational Purpose |
| |
| Step 1 |
Assessment
(MAP) |
To determine developmental needs and opportunities |
To conduct a needs analysis on a competency base |
| Step 2 |
Interpretation
(MAP) |
To define desired managerial behaviors and identify gaps |
To convert performance data into strengths and needs by competency |
| Step 3 |
Planning
(MAP) |
To prepare an Individual Development Plan for future growth, training, and development |
To plan a curriculum to best meet organizational and individual needs |
| Step 4 |
Training as Needed
(Excel) |
To increase proficiency in competencies where the needs are greatest |
To build a managerial team and move toward a more participating style |
| Step 5 |
Reassessment
(MAP) |
To measure personal improvement and update the Individual Development Plan |
To document the impact of training and return on investment |
| ASSESSMENT |
INTERPRETATION |
PLANNING |
TRAINING |
REASSESSMENT |
| Step 1 |
Step 2 |
Step 3 |
Step 4 |
Step 5 |
| Start |
|
|
|
6-12 months |
The 12 Competencies Assessed by MAP and Developed by Excel
Administrative (Managing Your Job)
Time Management & Prioritizing
Setting Goals & Standards
Planning & Scheduling Work
Supervisory (Building the Team)
Training, Coaching, & Delegating
Appraising People & Perfomance
Disciplining & Counseling
Communication (Relating to Others)
Listening & Organizing
Giving Clear Information
Getting Unbiased Information
Cognitive (Thinking Clearly)
identifying & Solving Problems
Making Decisions & Weighing Risk
Thinking Clearly & Analytically
The 3 Styles Measured by MAP Through Which
the 12 Competencies Are Applied
Communication
Empathetic, Searching, Advising, Critical
Personal
Thinker, Feeler
Sensor, Intuitor
Managerial
Theory X
Theory Y
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