How the use of assessments develops self-aware leaders who can improve workplace civility
The following is a contributor blog from CDR Certified Coach, Erica DyReyes. Erica is the Founder and CEO at Employee Relations Consulting. She has spent the majority of her career as an Employee Relations Director for a Fortune 500 company providing consultation and training to human resources professionals. Erica has a passion for empowering leaders from the C-Suite to the frontline with leadership coaching and training on employment law and HR best practices.
Without self-awareness and the ability to manage our emotions, we often unknowingly lead from hurt, not heart. Not only is this a huge energy suck for us and the people around us, it creates distrust, disengagement, and an eggshell culture. – Brene Brown
My inspiration to launch my business came from a desire to proactively improve civility in the workplace. As an employment attorney, I spent most of my days reacting to workplace wrongdoings and thinking each time of how this could have all been prevented in the first place. Hindsight is 20/20.
But what about insight?
Leaders set the tone for creating a civil workplace but do they have any insight into what kind of leader they are? The biggest hurdle in creating a civil workplace is when an employee is promoted into a leadership position without any training on how to lead others. Furthermore, and most importantly, it starts with leaders being self- aware of their strengths and weaknesses and how they communicate and operate. If a leader is blind to themselves, they cannot effectively lead others. As Brene Brown’s above quote states, without self-awareness, leaders create distrust, disengagement and an eggshell culture. Workplace civility matters to me as an attorney because a lack of civility can ultimately lead to discrimination, harassment, and a toxic work environment. The workplace civility – leadership assessment connection exists because in order to have a civil workplace, you must have a leader that exemplifies civility. In order to have a civil leader, they must be a self-aware leader. In order to improve self-awareness, leadership assessments are a solution.
Using the right leadership development assessment
I am now certified in the scientifically-validated CDR Leadership Assessment Suite and it is incredibly impactful in developing self-aware leaders.
The CDR Assessment produces reports on individual’s Character, Drivers & Risks.
This report reveals a verbal portrait of an individual’s personality or unique “character” distinctions. This robust, insightful report includes 7 primary scales and 42 subscales, all of which are occupationally normed. It provides a detailed, meaningful look at each individual’s unique “sub-scale” variations and provides valuable performance behavior feedback.
This report defines and measures ten primary personal motivators and provides important information about job function and work environment fit. This assessment is a great tool for describing team and organizational culture and for assessing the types of tasks for which a leader or team of leaders is best suited.
This report provides developmental feedback focusing on eleven risk factors that, left unacknowledged, can potentially end or have a substantial negative impact on leadership success. This information is intended to support leadership development activities and to help leaders improve the ability to focus on characteristics that often limit career success
Let’s improve the workplace and let’s start with developing more self-aware leaders!
Founder & CEO, Employee Relations Consulting