How do you put your executive leadership assessment results to work?

Recognize that leadership assessment results are data points that represent perceptions and a particular point in time. Use it to celebrate high moments and identify areas for development. Assessment data is a tool for improving, not merely diagnosing where you're stuck.

> reviewing & reflecting on the findings objectively, not defensively > sharing results with a coach or mentor to validate conclusions & create a plan to capitalize on strengths > communicate key takeaways proactively with the team & peers > identify day-to-day applications of leadership style strengths & finding ways to deploy > weaker areas to be brainstormed tactical changes to routines that will exercise skills > schedule periodic reset conversations to review progress and refine priorities My goal is to turn insight into positivе habits and sustainеd improvеmеnt through accountability, application, & support.

Keeping an open mind when reviewing results is a must. The themes and patterns in the results are the most important, not trying to figure out who made which specific comments. Don't dismiss or reject the feedback. Instead, think of feedback as a gift, as a former manager wisely said. The gift will help you improve as a leader, if you are open to it.

When you're looking for feedback, be specific about areas of consideration. Often, high-performing leaders might get vague feedback, like "You're good at what you do" or "You'll do better next time", but these don't get to the heart of skills and behaviours fundamental to moving the needle on future performance. It's essential to ask for specific feedback on what we're doing well so you can rinse and repeat and what particular areas we can improve so you can optimize for greater effectiveness and success.

It's important to cast a wide net in seeking feedback from a variety of people. Your manager, peers, direct reports, relevant external stakeholders, and potentially even a board member can give valuable feedback. Don't choose only your allies and biggest fans. Choose people who are important stakeholders for the work you do, regardless of the "warmth" or closeness of the relationship.

Data is king! An executive leadership assessment is a powerful data-rich tool to evaluate your leadership strengths and areas of opportunity. Leverage the results to inform your goals: Identify Your Priorities Ask yourself, what are key areas for my career? What will have the most significant impact? Leverage SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) Goal Setting For example, "Enhance my active listening skills during team meetings to reduce misunderstandings and conflicts by 20% in the next 6 months." Prioritize Wisely Write them down and make them visible (i.e., post-it notes or calendar reminders). Seek Accountability Sharing your goals with a trusted peer, mentor, or coach can be a game-changer.

From my experience, the most effective way to harness executive leadership assessment results is to set SMART goals that focus on pivotal areas of growth. I believe that documenting these objectives and sharing them with a trusted colleague ensures both accountability and support. From my perspective, intentional goal-setting aligned with feedback is the foundation of transformative leadership development.

When selecting goals, it's essential to acknowledge and accept that not all areas of development, based on assessments, may be directly linked to maximizing our impact. It's crucial to set goals that move the need on both our short-term development and with the potential to drive long-term impact. That's how we'll learn and grow as leaders and increase effectiveness over time.

Taking action is the most important part of the feedback process. Most learning happens on the job. Strive to identify existing work projects and opportunities to practice and demonstrate new leadership skills. For example, if becoming a more active listening is an area of focus, identify key projects, meetings, and situations where you will put new behaviors into practice. Specific actions might include waiting for others to finish speaking (not interrupting), restating what you just heard them stay to confirm your understanding, and inviting more quiet members of the team to share their points of view. Taking on a new project can also be an excellent learning experience for an action plan.

Leadership is a journey, not a destination. I believe in the power of continuous learning; hence, I use my executive leadership assessment results as a compass, guiding me towards areas that demand growth and adaptation. From my experience, seeing leadership as an evolving trait ensures that one remains agile, relevant, and impactful in an ever-changing business landscape.

Learning from feedback is a wonderful opportunity to demonstrate humility as an executive leader. You are purposely making yourself vulnerable by sharing the feedback you received with key stakeholders, telling them how you intend to take action on it, and asking for ongoing feedback about how you're doing. By demonstrating this humility, you will learn and grow. You will also role model for other leaders the ideal way to seek feedback, act on it, and continue the feedback and learning cycle.

Putting executive leadership assessment results to work involves several key steps. Identify specific areas for improvement or development highlighted by the assessment. Create a personalized leadership development plan that outlines actionable steps, timelines, and resources needed for growth. Continuously monitor progress and reassess periodically to track improvements and adjust strategies as necessary. Integrate these insights into decision-making processes, team dynamics, and leadership practices to drive positive organizational change and maximize leadership effectiveness.