Identifying the Gaps in Leadership Strength and Development Needs
Increasing effective leadership in an organization requires you to identify existing organizational leadership skills and how they relate to current and future success. The Leadership Gap Indicator is designed to help you evaluate your managers’ opinions about development needs that can help you create a plan for developing leadership talent.
- Discover the specific leadership skills essential to your organization’s success.
- Understand which set of unique competency areas are most important now and in the future.
- Recognize the leadership competency gaps that need to be addressed.
- Diagnose talent training needs.
- Features the Leadership Gap Indicator standard model of scientifically developed leadership competencies and derailment factors.
- Customizes the model by choosing from the Leadership Gap Indicator library of more than 50 competencies.
- Prioritizes leadership gaps with the Leadership Attention Index.
- Suggests how to close leadership gaps with the development planning section of the feedback report.
- Reports by sub-groups based on respondents’ demographics.
- Formats available in English and French.
Base Project Price: $1,250
This includes up to 50 invitations, the User’s Guide, a debrief presentation template, and reports in PDF format (one overall report and 2 additional reports for specific groups of respondents).
If your organization would like to purchase the more than 50 invitations, the price per invitation thereafter is:
|TOTAL INVITATIONS PRICE|
|1-50||Included in Base Project|
|1,000+||Call for pricing|
There is a $2,000 setup fee to configure the survey model based on selections from our Leadership Gap library of 56 competencies.
Frequently Asked Questions
A “leadership gap” is a shortfall between current and forecasted leadership capacity. Even though the term leadership gap has been part of the business vernacular for years, organizations continue to struggle with the critical challenge of identifying, selecting, and developing leadership talent. Data provided through the Leadership Gap Indicator can help to organize the call to action.
No, it is a team and organizational assessment and not a 360. Think of it as an employee opinion survey based exclusively on research about crucial leadership skills in organizations, and which ones are insufficient for meeting current and future needs.
No. People who want to use the Leadership Gap Indicator should read the User’s Guide to better understand how to use and interpret the report. The User’s Guide is provided at purchase.
When the organization needs help with talent management and large-scale diagnosis of training needs.
Yes. The Standard Survey Model includes 20 leadership competencies and 5 derailment factors. These competencies were selected because they have been psychometrically examined across a broad range of managerial levels, organizational settings, and cultures. However, increasingly organizations want information that is unique and specific to their strategy and model of effective leadership. To facilitate this, you can configure the survey model by choosing from CCL’s Leadership Gap library of 56 competencies.
Yes, they do. One of the survey questions asks how well managers know the peer group they are rating. Responses to this question from 2,670 managers from five countries working in 15 different companies in the IT and financial service sectors indicate that 97% of managers knew the group quite well or extremely well. In aggregate, CCL believes the ratings will be an accurate representation.
Managers rate the importance of leadership competencies for success now and in the future, and then rate the abilities of their peer group to perform them. By identifying any gaps between today’s skills and those required for future success, organizations will have the data they need to begin making strategic plans for developing leadership talent.
The Base Project features the standard Leadership Gap Indicator model, which includes 20 competencies and 5 derailment factors. Optionally, you can customize the model by choosing competencies from the Leadership Gap Indicator library of 50 research-grounded competencies.
- Leading employees
- Building collaborative relationships
- Career management
- Change management
- Compassion & sensitivity
- Confronting problem employees
- Respect for differences
- Taking initiative
- Balancing personal life & work
- Participative management
- Putting people at ease
- Being a quick learner
- Strategic perspective
- Employee development
- Strategic planning
- Culturally adaptable
- Inspiring commitment
- Difficulty building and leading a team
- Difficulty changing or adapting
- Failure to meet business objectives
- Problems with interpersonal relationships
- Too narrow functional orientation