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The services offered by Leadership Capital Group are integral components of the LCG methodology and the People Strategy process. Each of these services stands on its own merit and is an extremely valuable tool for an organization.
LCG works closely with clients to enhance their hiring, selection, promotion and development decisions. LCG offers a number of assessment tools, including:
Assessments serve as the basis for identifying critical success variables. By using scientific, objective, and data-driven analyses and integrating this information with a comprehensive interview from corporate psychologists, we provide our clients with comprehensive overview information about a prospective candidate or current employee that is highly predictive of success and the fit between the individual and the organization.
 Management Assessments
Management Assessments are the foundation for many of our services. We provide assessments at every level of the organization, offering clients the insight needed to clarify key organizational decisions. Our assessments incorporate the latest tools available to credentialed professionals that add value to both selection and development processes. Pre-employment assessments provide information that often cannot be ascertained during an interview. Assessments of current executives provide an indication of their career path progress and highlights implications for developmental planning. Technical competence is necessary, but not sufficient, to be successful in a position and the management assessment is a powerful tool to help in your selection and promotion decisions.
The list below is a partial indication of some of the positions for which we have provided a management assessment:
| CEO |
VP-Sales |
Investment Banker |
| CFO |
VP-Marketing |
Corporate Lender |
| COO |
VP-HR |
Customer Service |
| President, North America |
VP-Production |
Store Manager |
| Managing Director |
Accountant |
IT Services |
| VP-Asian Markets |
Sales -National Accounts |
Manufacturing Supervisor |
Our managerial assessments provide our clients with important information about understanding an individual's:
- Management and Leadership Style
- Work Habits
- Energy Level and Drive
- Problem Solving and Judgment
- Motivational Factors
- Social and Communication Style
- Prioritized Developmental Opportunities
Additionally, our reports provide comparisons to numerous leadership models, including those of John Kotter, Robert Quinn, Daniel Goleman, James Kouzes and Barry Posner, and more.
Building and developing a competent and effective sales team is critical to the success of any business. LCG uses a scientifically proven and objective process to help clients make better selection and promotion decisions with their sales teams. We have a variety of sales assessments to fit your needs.
- We offer Brief Assessment models for clients who want quick results, or a “snapshot” of a candidate’s strengths and limitations. These assessments are conducted without an interview and are intended for entry-level positions.
- We also offer our Comprehensive Assessments that are more specific to the needs and challenges an individual is likely to experience in the role. In the Comprehensive Assessments report, we combine the assessment results with a standardized interview to address the potential fit and likelihood for success a sales candidate has within your organization.
Our sales assessments provide our clients with important information about understanding an individual’s:
- Approach to Sales
- Work Habits
- Energy Level and Drive
- Problem Solving and Judgment
- Motivational Factors
- Social and Communication Style
Additionally, our reports provide comparisons to numerous sales models, including SPIN, Strategic Selling, and Consultative Selling.
As competition continues to increase, it is your people, rather than your products and services, that will be the differentiating factor and your competitive advantage. Your people are the ones that will develop business, maintain relationships, and foster growth. Leadership Capital Group can helps you advance business through people.
Helping your team to be successful is perhaps the most important role any leader can play. There are times in an employee’s career when it makes sense to increase developmental efforts. Some of these include encountering difficulties in a current role, transitioning into a new role, dealing with added responsibilities, and grooming high-potentials.
LCG’s team of corporate psychologists has developed a series of SMART (Specific, Measurable, Attainable, Realistic, and Time-Based) developmental assessments that can assist companies during these critical periods. Each assessment is linked to goals, which are linked to the overall developmental plan. Our assessments are developed with a practical focus to help clients:
- Identify desired outcomes
- Clarify position responsibilities
- Enhance role effectiveness
- Evaluate and develop bench strength
- Address performance decrements
- Reinforce positive performance
- Create succession plans
Leadership Capital Group’s development process helps our clients harness the value of their human capital and advance business through people.
| “The eye sees not itself, except by reflection” |
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— William Shakespeare |
Feedback is essential to improving performance. Most people don't have an objective view of their performance or see themselves as others do. For this reason, they often don't fully understand the impact their skill-set and style has on performance. The 360° Assessment is a peer, supervisor, and subordinate evaluation of an individual which is conducted anonymously and confidentially.
Our 360° Assessment produces measurable, objective data that provides:
- Increased insights into leadership competencies
- A gap analysis of current vs. preferred functioning
- A foundation for high performance Action Plans
- A systematic approach to organizational effectiveness
The 360° Assessment is a powerful tool that enhances a corporation’s ability to advance business through people.
LCG offers the Denison survey which is a remarkable tool designed to help improve performance at the organization, team, and individual level. This survey was developed by management experts at the University of Michigan and is grounded in extensive research linking organizational culture and leadership to bottom-line performance – over 1,000 organizations were part of the study.
LCG can help companies understand how their culture and leadership practices link to their bottom-line performance. Recent research highlights the relationship of the Denison Model to financial performance measures, sales growth, and customer satisfaction. LCG can assist individuals, teams, and organizations identify specific strengths and areas for improvement that impact measurable performance. Our efforts extend beyond assessments and developmental insights. Our process includes implementing a People Plan, which helps you leverage your strengths and address your areas of improvement.
We work closely with our clients to develop a People Strategy that increases the value of your human capital, one that helps them advance business through people.
Executive Coaching is one of the most important pieces of the LCG People Strategy. Our clients find one-on-one interaction with trained business professionals, whether CEO, Sales, Executive, Professional or Family Owned Business, to be especially valuable. We work closely with clients to: identify and address technical, cultural, or interpersonal issues; discuss personal or organizational barriers to success; strategize approaches; and align personality, interests and abilities with the position requirements.
Executive Coaching is a valuable means for enhancing an individual’s strengths, minimizing the effect of limitations, and integrating positive change into an organization. You will find Executive Coaching is a predominant part of the LCG approach and a differentiating factor over other programs.
Succession Planning cannot work without evaluating your High Potential program. LCG can help you identify “high potential” performers within your organization. The success of any organization is tied to its ability to sustain and enhance long-term performance and to do so, organizations must identify and develop their future leaders. “Benchstrength” isn’t only important in sports, it’s also important in business. It is essential to have a consistent pipeline of strong managerial and leadership talent to create successful strategies and outcomes.
Our consultants work with you to effectively assess your talent pool, to position the right people to execute your strategy, to enable you to realize your vision. An important factor in this equation is to make an accurate assessment of the competencies and limitations of the organization’s human capital. By doing so, we begin the People Strategy process that will make your people a source of competitive advantage.
We can help you:
- Define your talent requirements
- Form leadership competencies
- Identify high potential performers
- Highlight gaps between current and needed talent
- Create and implement an ongoing succession planning model
- Establish leadership development programs, and
- Articulate future talent needs
Business opportunities and challenges are often magnified in family-owned businesses, and how these are addressed can have ramifications that extend beyond the financial success of the organization. At LCG, our consultants understand the unique subtleties, nuances, and relationships that surround family-owned businesses. While the dynamics in each family business are unique, we can assist in these situations:
- The CEO is retiring and is concerned that the heir apparent is unable to maintain or grow the company.
- A new family member has taken the reigns but is struggling to get the “buy in” from others who feel more deserving of the position.
- The family is questioning the competency of one of its members who wishes to take on greater responsibility and authority.
- The heirs do not feel there is an equitable division of wealth, causing conflict in the family.
- The CEO would like to help the heir apparent mature, and would like to expose him/her to a development program.
Family business consulting is not an event, it is a process. Our consultants work with you to gain greater insight concerning your business, relationships, and objectives, as well as help you form a strategy for addressing inter-related issues. As Leadership Capital Group works with your company, these insights enhance your vision and direction.
A study conducted by the Society for Human Resource Management found that four out of every ten executives fail at their jobs within the first 18 months, and 80% of those failures were due to the “fit” within the organization, not due to lack of technical ability. Leadership Capital Group helps companies find candidates that “fit” by using the LEAD™ (Locate, Evaluate, and Accelerate Development) process to better serve our clients.
The LCG LEAD™ process is a unique adaptation of the typical search process. Normally a search firm would locate a candidate, follow an interview process that is heavily “technical skills” weighted, and finalize the placement. From our perspective the traditional method includes the lack of predictive assessment tools that would gauge the candidates’ success in the organization and a process to help with the transition phase.
LCG Professionals (corporate psychologists) with experience in cultural, behavioral, and personality dynamics, aid the evaluation process by providing insightful assessments, and accelerating the transition process by providing six months of coaching. LCG can Locate the candidate that meets corporate requirements, Evaluate the candidate based on the “fit’ within the organization, and Accelerate the candidate's Development with transition coaching. LEAD™ will deliver better suited candidates to clients by minimizing the risk of an unsuccessful placement. The end result is that the client receives a high level of service, and confidence that their “new-hire” is sound, while the candidate receives support, resources and a smooth transition.
Up to 75% of all acquisitions fail to deliver their desired financial or strategic outcomes, but why? Regardless of industry or geography, the most difficult struggles are encountered during organizational changes, not as a result of difficulties merging markets or leveraging technology, but rather as a result of people and processes. Most acquisitions result in a temporary performance decline, though the intensity and duration is often dependent on the experience of the transition team.
Although organizational changes complicate managements’ job, attention to “human factors” increases the likelihood of success. LCG can help negotiate challenges at each stage of the organizational change and can offer specific planning reports and consultations that minimize difficulties encountered during the post-change integration, as well as maximize the desired outcomes driving the acquisition.
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