Organizational Capital

The capacity of an organization to effectively and efficiently achieve its objectives and move toward fulfilling its vision.

Capital Domains
Fundamentally there are three domains of capital that need to be continuously developed to achieve a high level of Organizational Capital. Social Physical Human

Building Components
Three components are used to build organizational capital.
External Internal Leadership

Leadership Excellence
How do we strive to become better leaders? Understanding Assessing Improving
External Internal Leadership

Understanding
Two Questions? What do we know about our leadership abilities? What do others know about our leadership abilities?
Known

Unknown

Self

Others

Known

* Based on the Johari Window of Interpersonal Development

Known v. Unknown
Known

Facade
Self

Arena

Unknown
Unknown

Blind Spot
Known

Others
* Based on the Johari Window of Interpersonal Development

Moving Towards Known

Known
Facade

Arena

Self
Unknown

Blind Spot

Unknown

Others

Known

* Based on the Johari Window of Interpersonal Development

Assessing

Observed behaviors Anonymous Easy to administer Results for your use Multi-rater strategy

Multi-Rater
Self

Direct Reports

Supervisor

Peers

Single v. Multi-Rater
Single-Source may. Be self-serving Reflect bias Not have observed Avoid confrontation Vary from source Multi-rater tend to. Have balance Remove bias Be those who know Promote honesty Present fuller picture

Use of
1. Identification of areas of strength and concern 2. Comparison to peer group 3. Creation of Personal Development Plan (PDP) 4. Build Organizational Capital

Process
Introduction Distribution Collection Consultation

Revision

Presentation

Creation (PDP)

Distribution Packets
360 Feedback Packets Include: Introductory Letter Frequently Asked Questions Individual Instructions Signature Sheet

Collection
All On-line Battery of Items and Open-ended sections Requires Access Code After 1st week you are asked to remind participants You are given access codes to handle lost instructions

Consultation
Understanding the data (What do the numbers and comparisons mean?) Dealing with the information (Am I surprised or does this confirm what I think?) Raising new question (Why do others view me this way?) Addressing the 360 feedback data (What do I do next?)

Creation of Personal Development Plan

Reflect on results Set priorities Create action plans and timelines Anticipate barriers Act on the plan

Presentation and Revision

Identify Best Practices from Results Presentation of Best Practices Use data to revise PDP

Process
Introduction Distribution Collection Consultation

Revision

Presentation

Creation (PDP)