How We Work

Executive Enrichment begins an enriching relationship with any client through an accurate assessment of the organization’s mission, internal culture, external reputation and, most important, the strengths and weaknesses of its staff.

Research suggests a well-designed organizational intervention that utilizes assessments as a critical developmental component can result in measurable improvements in knowing what to do and how to do it.

We glue that assumption with the proven adage, “Everything in an organization rolls downhill” and we are left at the doorstep of senior and mid-level management. If organizational systemic change has a chance of succeeding, this paradigm shift must have the sponsorship and leadership of senior management.

Therefore, once we have walked through the halls, reviewed profit and loss reports, examined the long-term strategic plan, interviewed both internal and external customers and sat in on a few meetings in the Board room, the leadership assessment process begins using the latest reliable and valid assessment tools.

It is easy to waste money and time on any of the over 2100 assessments available, many of which have little or nothing to do with performance on the job. The assessment tools Executive Enrichment uses are backed by more than 400 validation studies and over 46 years of research and refinement for use in the workplace saving the client time and money. Additionally, we provide one of the only tools that directly assesses for self-destructive characteristics, job satisfaction, personal motivation factors and individual value systems. These performance areas are often missed in most assessments.

The next step in the assessment process includes collecting relevant job information and performance criteria. This can be done through e-mail and phone review. Once job and performance information is gathered, assessments are administered conveniently on-line. A follow-up, in-person interview with key stakeholders, including the leadership coaching candidate, rounds out the assessment process. Once the assessment information is gathered and synthesized, a feedback meeting will be coordinated.

The feedback meeting will consist of a report of findings as well as a collaborative engagement resulting in the completion of a coaching for development plan that will identify performance behaviors to keep, start and to stop.

When we blend the factual findings of an organizational overview along with a clear plan for leadership development, success, in our experience, is a natural result.