Leader Navigator

No one argues that business success is intrinsically tied to human performance. That is a given. Today, with competing resource demands and the stresses of a hyper competitive marketplace, dollars spent on efforts to improve human performance through training and development must yield a maximum return to the organization. Measurement instruments like Leader Navigator are a means to secure that objective by ensuring the right people are trained in the right skills at the right time.

Wilson Learning's Leader Navigator:

	Provides multi-rater/360-degree measurement
	Is based on researched competencies for the business challenges of today and tomorrow
	Has a flexible, configurable scoring and reporting capability that can meet any organization's needs
	Directs development planning to ensure that information is turned into action

Capability Model

Wilson Learning has created a model that defines six core capabilities critical to how individuals contribute to organizational performance. The capabilities have, at their core, outcomes that help drive organizational effectiveness. Each capability is further defined by a set of integrated competencies necessary to fulfill that capability. In all, there are 26 competencies in the Leader Navigator model.

Capabilities and Essence	Competencies
Optimizing Business Processes Ensuring that resources and processes contribute to business strategies	Planning for Results Improving Work Processes Coordinating Implementation Working the System
Making Insightful Decisions Integrating personal and business expertise to determine the best course of action	Understanding Value Creation Understanding the Competitive Environment Analyzing Business Issues Creating Innovative Solutions Making Tough Choices
Facilitating Meaningful Change Seizing opportunities to inspire and sustain value-creating change	Taking Initiative Maintaining Resilience Creating Shared Vision Sustaining Momentum
Developing Human Talents Driving business growth through continuous learning	Ensuring Personal Readiness Developing Others Cultivating a Learning Environment
Communicating on Purpose Sharing information to build knowledge and focus action	Delivering Clear Messages Encouraging Dialogue Influencing with Credibility Building Organizational Knowledge
Building Productive Relationships Developing a network of people to fully leverage contributions to business success	Creating Mutual Trust Confronting Constructively Leveraging Diversity Collaborating for Results Creating a Collaborative Culture Earning the Customer's Business
Outcomes Value created by the effective execution of the competencies	Containing Costs Achieving Quality Accelerating Work Creating New Approaches and Products Adapting to Changing Conditions

The Leader Navigator Measurement System

The Leader Navigator consists of 137 discrete behavioral indicators of the competencies and capabilities listed above. Leader Navigator is configurable because the specific competencies required vary depending on individual or organizational needs. For example, we have standard configurations that include Executive Leadership, Project Leadership, Manager, Supervisor, and Individual Contributor. But we can tailor the design of the measurement to meet your specifications and existing competency outlines. Wilson Learning provides multiple options for every step in the measurement process.

	Multi-source questionnaires. We offer several variations of the questionnaire for different populations (managers, executives, team leaders, etc.) as well as custom configurations for client-specific competency models.
	Flexible data collection. There are also multiple ways to collect the data: scannable forms, fax-back forms, and online Internet surveys.
	Multi-level feedback reports. Multiple reports are available for providing feedback to individuals, work-unit coaches, and organizational decision-makers. Or, we can custom design a report to meet your unique needs.
	Development recommendations. Wilson Learning can offer feedback on recipients' developmental recommendations, or we can integrate our measurement with your training and development capabilities.
	Development planning sessions. Follow-up options range from individual development planning sessions to organizational action planning using our unique Innovator® group decision-making software.

Feedback Process

Measurement is only as good as the process that helps people make use of the information. Wilson Learning will work closely with you to ensure that the right information is provided to the right people in a way that facilitates appropriate action.

	Linking to business strategy. Effective capability development requires a clear understanding of how individual performance links to organizational strategy and critical success factors. Wilson Learning will help you clarify the impact of organizational strategy in determining the competencies critical to individual performance.
	Identifying critical competencies.Wilson Learning works with a variety of technologies to help you select the right competencies. Whether it is matching our questionnaire items to your existing competency model, constructing a new future-focused competency model, or something in-between, Wilson Learning has the necessary capabilities to support your efforts.
	Organizational positioning. Gaining commitment to action begins with how the measurement is introduced to the participants. Wilson Learning will work with you to find the right method for launching a successful developmental change initiative.
	Report selection. The right information needs to be provided to stakeholders in a way that drives action. We will work with you to select the right reports to achieve your purposes.
	Feedback sessions. Individuals and organizations need support in making use of the feedback. You can choose from several options to guide the interpretation and action planning process for individuals, managers, and the organization.
	Success assurance. A capability measurement is successful when it results in enduring change. Wilson Learning can work with you to develop plans for tracking progress on learning and performance improvement goals, provide follow-up feedback measurement, and determine the return-on-investment of your development initiatives.