Leadership Assessment and Development

Brief Assessment:  A rapid self-assessment that clarifies a leaderís strengths and gaps, benchmarks the leader against other executives in similar situations, and identifies immediate developmental opportunities. 

Performance Evaluation:  Live observation of clients in specific forums, such as meetings and presentations, where a leaderís presence and effectiveness must be near-perfect every day.  Clients receive rapid, applicable and confidential feedback. 

360ļR Assessment:  A robust evaluation tool that interprets a range of feedback from the leader, their organization and others impacted by their work. This involves a calibration between an individual leaderís perception of their ability and value and his or her organizationís and stakeholdersí opinions. Key to its impact is that it is an engagement and commitment model that touches every stakeholder. The results are live time; they are not deferred until after a lengthy evaluation period. Change happens simultaneous to discovery. 

Individuals important to the business, including management peers, board members, investors, business partners, and community leaders are involved in the assessment, to create the most penetrating 360ļ picture of the leader.  
Executive Leadership Decision Making Profiles (DMP): 
Either conducted stand-alone or in conjunction with 360ļ evaluations, these profiles provide feedback on decision making styles, thinking styles, authority levers and areas.

I use this tool and approach when there is a lot on the table, the stakes are high and time is short. It reveals both the decision making profile of the leader but also guides the work at hand.  I donít believe that pointing out shortcomings is very helpful unless they are part of saving a deal, maximizing a profit, managing and reducing risk and learning all the while. 

Standard Leadership Assessment: of the underlying dynamics, strengths, developmental challenges and opportunities for individual leaders, teams and entire organizations.  Both standard and customized tools created by Dr. Fisher are available to support this process.  The purpose of these dynamic tools is to acquire baseline data to guide development, and to instill commitment across the organization to support the leader and participate in change initiatives. 
Individual Leadership Development
: with focus on acceleration and stretch of leaders and their teams, boards, and companies. There are times when key leaders are performing at a satisfactory level, yet are faced with major change initiatives or an expansion of their role with little time to grow the requisite skills.  In accelerated Leadership Development, Dr. Fisher works intensively with these leaders to quickly achieve the necessary outcomes and develop a strategy to succeed in reaching their business goals, while acquiring the tools for the job in the background. 
Leadership Turnarounds: 
take leaders who are in critical positions overseeing initiatives that are struggling to perform and assist them with putting those initiatives back on track.  This process can result in breakthrough outcomes and expanded capacity for both the leaders and their organization. There also are leaders who are key to organizational and division success, yet who at times veer in directions that are debilitating or even toxic to the welfare of the organization and their own careers. These critical situations require objectively identifying obstacles and engaging the executives in the recognition of the problem and their motivations to change course. These executives must find a way to execute the necessary steps to succeed. In the event that they do not, then a transition is in order that preserves the organizations that they serve as well as the reputations and careers of the individuals involved. Dr. Fisher works on behalf of the organization, the supervising executives and the leaders in question to accomplish these goals. 
Leadership Partnering Services
: work with executes and leaders on specific issues across teams and organizations; creating strategies to integrate parties, resolve potential conflict, anticipate problems and opportunities as well as to provide structure and agreements that will successfully weather change and challenge.


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