The key to rewiring is taking skill building to the individual leader level. As with precision medicine, it is an N=1 strategy. This requires asking, What skills does the leader need to have for the role they are in at this time? Is the leader aware of their current skill level? This is where the collaborative approach works.

 

The Leader Skills Rating provides a template assessment of skills, self-rating and supervisor feedback. It’s important to realize that the skill that’s rated the lowest may not be the highest priority. For example, if a department is small and has little employee turnover, selection skills are not needed at the time. The assessment helps leaders determine where skill building will be most impactful in their specific role, department, and organization.