Executive Success Profile

Out of the Box Coaching and
BREAKTHROUGHS WITH THE ENNEAGRAM, Mary R. Bast, Ph.D.

Executive Success Profile

Leadership

Acknowledges leadership as the basic differentiating contributor to organizational success; holds self to highest standards; models characteristics that are key to maintaining a competitive edge; creates a feeling of energy and excitement; promotes succession planning and develops organizational leadership.

Energy/
Commitment
Sets standards and accomplishes goals in spite of obstacles; balances interests and priorities of shareholders, employees, customers, and the community; maintains energy and manages pressure without undue stress.

Vision/
Strategy
Maintains a broad view; communicates a desirable future state for the business; ensures shared values, mission, and goals within the organization; links these with priorities, objectives, and action plans; clarifies key performance indicators; ensures interdependence of functional objectives to support the mission.

Entrepre-
neurship
Knows what it takes to be successful in the industry; stays informed of social, political, and economic trends and their impact on the business; anticipates market fluctuations; recognizes potential business opportunities; seeks new responses to changes in competition and customer needs.

Creativity/
Innovation
Generates and encourages innovative solutions and/or taps previous experience creatively; makes assumptions explicit; rewards risk-taking; shows adaptability and flexibility.

Decision
Making
Reaches timely, sound conclusions after considering relevant alternatives, relying on both general principles and situational variables; seeks sufficient input and/or consensus; ensures that decisions serve the organization as a whole and that financial components maximize return on investment.

Managing
Change
Redefines and communicates changing vision; develops transition strategy that ensures appropriate leadership, communication, and cooperation; personally self-renewing--accepts and grows with change, learns from failures; maintains compatible personal, career, and organizational goals.

Staffing
Recognizes predictors of success; hires/promotes those who match current job needs and have long-term leadership potential; ensures a diverse and complementary mix of personnel to serve organizational goals.

Performance
Management
Effectively structures own organization to manage multiple demands and activities; clarifies roles, responsibilities, and accountabilities; establishes agreed-upon objectives and standards; uses ongoing feedback, recognition, and praise to encourage higher performance.

Coaching/
Delegating
Encourages individuals to initiate projects, correct own errors, take calculated risks, and follow through; provides resources and coaching to ensure desired results; confronts performance problems directly and constructively.

Motivating
Responds to differences in capability, knowledge, maturity, and experience among direct reports; inspires motivation and high performance for a variety of personality types.

Teamwork
Gets along well at all levels in the organization; exemplifies and encourages cooperation and interdependence within and between work groups; draws on informal networks to engender support of goals and organizational mission; builds own team for high performance.

Collaboration
Projects authenticity; maintains personal integrity; actively elicits others' ideas and feelings and listens carefully; reacts to others' and presents own viewpoint openly, objectively, and non-defensively; open to changing own point of view; seeks integrative solutions to problems.

Communi-
cation
Writes effectively; speaks succinctly and with purpose; inspires confidence and projects an executive image; handles questions well.

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