Leadership Assessment & Workshop
 
Our perspective of the world, our business environment, and our personal lives dictate how we show up every day. Our perspectives define how we lead, partner, and follow. The Energy Leadership Index (ELI) Assessment provides participants with a perspective on their perspective.

This assessment will be your organization's map to where it is going and how your leaders will develop transformative skills to bring the team along with them.
After taking a short assessment (10-15 mins) and receiving a follow-on debrief, participants will have a take-away tool to use every day to help them be their most effective leader. The ELI provides participants with a range of seven energy levels – each of which has strengths and challenges depending on our desired outcomes of any situation. We may have natural tendencies that benefit us personally in the short term, but detract from the team long term. Conversely, we might operate in service of others day-to-day, without considering our personal implications long term. The energy levels comprise a spectrum of our natural responses and behaviors and provide us with tools to determine whether our natural response will be the most effective in any given situation. 
   
How is the ELI different from other assessments?
Many assessments are valuable in their own right. They generally assess a participant’s personality traits and compare how those traits relate to others. In simple terms, they categorize participants into quadrants, colors, or absolute terms. These categorizations of characteristics groups like-minded individuals and helps them to relate to one another based on those categories.
 
By contrast, the ELI is an attitudinal assessment that provides participants with an understanding of how they show up in different situations – under stress, in ambiguity, in creative exploration, in isolation, with teams – and what the short and long-term impact is likely to be. Participants have an understanding of how and when they show up within each area of the energy levels and can determine if their natural responses will be the most effective path forward based on the outcomes they are trying to achieve. For example, when under stress, do we retreat into inactivity, compete with others, or find the opportunity in the situation? While we each have our own natural responses to situations, our responses will range across the spectrum of energy levels depending on the environment and specific situation. Through the debrief, we have an opportunity to decide which of the energy levels might be most effective in any given situation, regardless of what our natural response may be, and begin developing the skills we need to consciously decide how we want to lead.    

Team Assessment

Each team member will take the personal assessment and then results and debrief will be aggregated for the team. This will provide a leadership team with the framework to understand how they can optimize leadership cohesion, communication, and collaboration for an intended outcome. This is a 2 to 3-hour workshop designed to understand the seven energy levels and how they – as a group – experience each energy level and how those situational responses impact the larger organization.
Personal Assessment
Because each team member will take the assessment for the Team debrief session, we also have an opportunity to provide personal debrief sessions to understand their own results and how and when they manifest each of the energy levels throughout their day. This will help each leader understand how they choose to show up in every circumstance to achieve their intended results.
Tangible Application of Results
We make choices about how we show up every day – some of them are conscious decisions, some are not. By using the Energy Leadership Index as a framework to evaluate our thoughts, decisions, communication, and actions, we develop a more tangible sense of control over our outcomes.

Here are a few examples of how the ELI framework can be implemented after receiving assessment results:

  • Leadership communication – what message am I actually conveying by using my intended word choice, messaging medium, and communication frequency?

  • Growing organizational impact – how are we leading our team to achieve the most valuable long-term results?

  • Transactional vs Transformational leadership – what relationship are we building with our team members? 

  • Sales objection handling – what does No really mean and how can I turn it into business or tangible learning?
    We believe that high performance is achieved when leaders demonstrate their concern for their team members by trusting their intentions, valuing their contributions and providing them with opportunities for growth and development.  We believe that leaders are a strategic asset; that leadership is a skill to be nurtured and developed.