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© Lyskam EA 2020. Reservados todos los derechos

Work efficiency: Executive Advising

Edited by Lyskam Executive Advisors

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Contents

Overview 3

Fast Facts 3

Phases 4

Phase 1: The Competency Demostration Report Performance Assessment 4

Phase 2: Management Scan 5

A. Adequacy of Leadership Style with the profile of employees 5

B. Effectiveness of Leadership Styles 5

C. Tuning the leader with his team 6

Phase 3: Leader Environment Impact (LEI) 7

Phase 4: Implementation: Putting theory into Practice 9

Climbing phases that highlight what has been learned 9

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Overview

Technological advances and the e m e r g e n c e o f d i s r u p t i v e technologies are driving economic

growth that modify our business models. Today, CEOs and leaders around the world are busy searching for new formulas and strategies.

These formulas must allow them to open new horizons in their organizations. The new scenario makes it necessary to also transform the model of its management. Charting a leadership direction that encourages staff engagement and adaptation to change becomes inevitable. And one of today's leaders' dilemmas is the need to build effective teams, in an environment of rapid change with limited resources.

Lyskam EA offers a cutting-edge, highly impactful process for Senior Management executives in 4 essential phases, explained in the next page.

Fast Facts

•Managers attend in the front row to the transformation of their own companies, which means their survival or death.

•The manager perceives that he needs to recycle in both, knowledge and skills.

•These people feel a great loss of confidence in themselves to handle a situation of uncertainty.

•They seek answers to the new situation, not only due to the pandemic, but also to digital transformation and new management models.

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Phases Phase 1: The Competency Demostration Report Performance Assessment (CDR 3-D Suite)

This is a journey to the awareness of our talents, where we explore our strengths, dormant talents and interference that overshadow our most valuable part, the most efficient part.

The CDR Assessment Suite has revolutionized the business world for its scientific rigor, precision and multiple applications. It is a tool that encompasses all areas of human performance. The Wall Street Journal rates it as a first-rate instrument in the field of organizational leadership for its precision and multi-dimensionality. More information about this Suite can be seen in Who trains our leaders?

The tool is multi-dimensional and highly accurate compared to traditional 360-degree evaluation o f

incomplete, v a g u e r e s u l t s

imprecise. It i s i d e a l f o r

establishing c a r e e r p l a n s , rotations, s t r a t e g i c changes, organization c h a r t , mergers or

purchases and Staff pick.

CDR 3D Suite. © CDR Assessment Group 2020.

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Phase 2: Management Scan It is a cutting-edge tool created by the Lyskam team that allows us to modulate our behavior to efficiently tune into our team and measure our range of efficiency as managers. It shows us, on the one hand, how to modulate our behavior to adapt our leadership style to the different profiles that collaborate with us. And on the other hand, it measures the effectiveness of our own leadership style.

A. Adequacy of Leadership Style with the profile of employees

The test shows what type of leadership is used based on the personal characteristics of each employee.

B. Effectiveness of Leadership Styles

The Effectiveness Thermometer measures the efficiency range of the manager's predominant Leadership Style.

Leadership Style Value

32241680-8

-16-24-32

Effectiveness

LEADERSHIP EFFECTIVENESS

Management Scan. © Lyskam EA 2020

Empl

oyee

Pr

epar

atio

n Le

vel

Manager's Leadership Style

NP4

NP3

NP2

NP1

E1 E2 E3 E4

STYLE COUPLING

Series1

Management Scan. © Lyskam EA 2020

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C. Tuning the leader with his team

This attunement diagram shows the understanding with the team, and what the correct action should be for there to get a true affinity in the group.

The graph determines the level of ‘resonance’, as defined by Daniel Goleman, of the leader with his team. The situation is all the better when the leader's leadership style is closer to, and in tune with, the employee's level of preparation. The superposition of the leader's performance (red line) with the theoretical ideal situation, (blue line), means the absolute agreement between both factors.

Management Scan. © Lyskam EA 2020

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Phase 3: Leader Environment Impact (LEI)

This is the Leader environment impact defined by Marshall Goldsmith Stakeholder Centered Coaching and her Stakeholder theory.

STAKEHOLDERS THEORY

The Stakeholder Theory (Stakeholders, groups of people interested in a corporation), promotes a practical, efficient and ethical way to manage organizations in a highly complex and turbulent environment. Describe and recommend methods of approaching management considering the interests of these groups.

Stakeholders become the Leader's coaches, because, unlike other types of training, they are the best experts on how the Leader can improve with them.

• Stakeholder Theory is a practical theory, because all companies have to manage stakeholders.

• It is efficient because stakeholders who are treated well tend to respond with positive attitudes and behaviors towards the organization

• It is effective, as it harnesses the energy of the interested parties in the fulfillment of the objectives of the organization.

Leader Environment Impact © Lyskam EA 2020

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15

40

20

RESOURCES

Cooperation

Calm

Comunication

Sociability

RESOURCES: Talents of a person.

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25

15

INTERFERENCES

Lack of Empathy

Lack of Organization

Lack of Delegation

INTERFERENCES: Areas for improvement;

By not cultivating them, they overshadow

our talents.

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FEEDBACK AND FEEDFORWARD

Although Feedback is a key method and of great value in all Executive Advising and Leadership processes to improve, this approach places Feedforward ahead of that, a simple term that indicates 'suggestions for the future'.

We collect valuable information and this is to know what our collaborators need from us to do their job better.

Stakeholders are helpful in working on the Leader's behavioral change. This change is not easy due to the incredible resistance to modify our perceptions. A key aspect of Leader improvement is changing your Stakeholders' perceptions of himself.

• Feedback and Feedforward use more natural and normal situations to expand constructive discussions.

• Use the suggestions and recommendations for change from other participants. Appreciate the suggestions.

• Feedforward can come from anyone who knows the task.

• The entire process of giving and receiving feedforward usually takes about two minutes.

• It generates debate, not in order to replicate, but to understand the situations.

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Phase 4: Implementation: Putting theory into Practice

The key moment of the process lies in the fourth phase. In it, the manager shows his degree of commitment to the company and himself. It also tests his courage and level of discipline, as he is invited to step out of your comfort zone and take action by putting into practice what he has learned in the previous phases.

To do this, a rigorous Action Plan is launched with small escalations in which he sees his growth as a leader and the evolution of his team, having an immediate impact on the income statement. Definite growth is experienced.

Climbing phases that highlight what has been learned

Stakeholders are the ones who tell us if they have perceived additional efforts from the manager towards them.

It is the sharing through the creation of that playing field that is "THE MEETING" where exchanges of skills, knowledge, achievements and challenges are present.

All this constitutes a playing field where decision-making strategies are fully successful because communication has been effective thanks to the contribution of all the members who are part of the corporation and participate in the experience.

1. Purpose 2. Supports 3. Participants 4. Actions to take

4.1. How 4.2. When 4.3. Pros 4.4. Cons

5. Verification and Process 6. Sharing

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