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Executive Coaching

3e Consultant

DoP™ is a process which focuses on the individual in terms of their assessment, development, and realisation of potential.

The Objectives of DoP™

The DoP™ process incorporates two key objectives. The first relates to the opportunity for the individual to truly test themselves against an international benchmark of excellence in the context of senior executive delivery. In this sense the individual receives feedback enabling them to assess their abilities at behaviour and experience level against an extensive database thus creating real clarity for themselves in terms of their development agenda. The DoP™ can also be used to benchmark a complete executive team, thus enabling the team to test and gauge its strengths and weaknesses and identify the key areas of development that it needs to address as a team.

A modified version of the above described process can of course be used at a middle/senior management population level with similar objectives as stated above but often with a key focus on the organisation assessing and evaluating its talent population with a view to defining long-term potential and succession plans.

The second objective relates to individual development and career planning. The feedback process from the DoP™, together with the utilisation of a number of personality and motivation sets of feedback, helps the individual develop an understanding of their own key drivers and motivations from a leadership perspective. This enables the individual to develop, in a strategic context, their own planning in terms of their long-term career development and consideration of the full extent and nature of their longer-term potential.

A critical part of understanding why we do what we do, or indeed not do what we should do, is the idea of deep-seated personal characteristics. Consideration of these issues helps the individual understand, as it were, the psychology of their behaviour. In the DoP™ process we utilise two psychological frameworks. The first of these is the Glowinkowski Predisposition Indicator (GPI™) which provides the individual with a profile of their predisposition. The second framework is the Glowinkowski Motivation Indicator (GMI) which provides a profile relating to the core motivational drivers that the individual possesses and which therefore, critically underpin some of their key preferences and values.

There is also an assessment of competencies such as how they develop vision and purpose, gain organisational commitment, achieve business outcome and manage self. Finally, there is an assessment of the extent to which the executive has experienced full accountability within relevant critical generic management processes in the context of varying levels of complexity at which the executive has operated.

In our experience few, if any, executives will achieve high scores in all areas. The ‘gaps’ (behaviours, processes and levels) and how to close them will be a very important part of the debrief process, development action planning and ongoing career coaching.

The DoP™ process described above has been developed over a 25 year period and has been delivered to many thousands of managers from across the world. Several hundred of these individuals operate at the executive and chief executive level. The process is extremely challenging but also highly motivational and enjoyable with a clear track record which shows how the experience of the DoP™ process can truly add value to the manager in question and help them enhance their leadership delivery and thus achieve improvements in the business as a whole.