Course Overview
In this course, we will explore the practice of comprehensive leadership assessment as it applies to supporting executive coaching and leadership development programming. The course will offer pragmatic steps for integrating information from behavioral interviewing, psychometrics/management surveys, and 360-degree data into a comprehensive picture of executive leadership.
By integrating these assessment modalities, students will learn empirically valid ways of supporting leadership development and executive performance. Frameworks for conducting interviews and generating conclusions will also be covered.
Assessment for Leadership Development will help students conceptualize leadership capabilities and potential, as well as accelerate leader development in the coaching relationship, by identifying the highest impact goals to pursue. Students will learn how to use comprehensive assessment to increase their coaching effectiveness and align organizational stakeholders around leaders’ developmental goals.
Course Schedule
Course participation includes two four-hour, live, virtual interactive sessions. Between the two sessions, participants will complete assigned project work, with support from faculty provided via support/Q&A calls and a learning management system. Course participants will have access to learning modules and supporting tools throughout the course.
- Live Virtual Session – April 17, 2025 1:00 - 5:00 p.m. CT
- Live Virtual Session – May 29, 2025 1:00 - 5:00 p.m. CT
Cost
$1,775
Click here to apply
Who Should Attend
- Experienced executive coaches desiring to deepen their practice and expand their repertoire of services for talent management at the executive level.
- Executive coaches and advisors looking to incorporate 360 assessments to grow and deepen their practice.
- Internal talent management and assessment practitioners endeavoring to enhance their understanding of best-in-class integrated assessment modalities.
- HR executives responsible for executive development programming and succession management.
- HR consultants offering adjacent services (e.g., organizational design and assessment, HR transformation, talent strategy, etc.) who are interested in expanding their consulting offerings in ways relevant to their core capabilities.
Questions We Will Answer
- How do you define and position 360 leader assessment as a value-adding solution in a coaching engagement?
- How do you accelerate leadership development using 360 assessment?
- How do you create an integrated assessment approach utilizing multiple data points?
- How do you manage and align stakeholders in executive development?
- How do you increase the predictive strength of your assessment insights?
Required Experience and Credentials (one or more of the following)
- Completed Northwestern coach training, including one or more of the following:
- Significant experience as a talent professional (e.g., considerable professional experience including 5+ years in a learning and development, HR business partnership, or talent management role).Benefits and Outcomes
- A certificate/credential from a recognized coach education and training institution (e.g., any Graduate School Alliance for Education in Coaching member program and other credentials as approved).
Encouraged but not required: Hogan certification is encouraged, and/or certification in another frequently used leadership assessment (e.g., Principles You, 16PF, Predictive Index, Birkman, etc.).
Benefits and Outcomes
- Build skills and experience in core topics related to integrated 360 assessment (e.g., 360 interviewing, psychometric interpretation, behavioral interviewing, and insights integration).
- Gain experience integrating multiple data streams into a unified and conclusive 360 assessment report.
- Identify client needs and related 360 design implications.
- Establish a process for gaining business and organizational context, and what is “mission critical” in an executive coaching engagement.
Course Goals
- Increase the robustness of developmental planning for coaching engagements.
- Gain greater alignment around developmental goal planning with stakeholders.
- Accelerate the impact of coaching through greater self-awareness in the executive coaching participant.
- Create a process for enabling executives to enhance their reputation amongst their colleagues and set the stage for receiving feedback in the future.
Course Learning Objectives
- Learn to analyze, integrate, and conceptualize leadership effectiveness.
- Integrate the three “legs” of the executive assessment “stool”: Behavioral Interviewing, Psychometrics, 360 interview data.
- Deliver insight into executive-level leadership behavior with greater objectivity and specificity.
- Bring an increasingly objective lens to evaluating executive effectiveness.
Course Format and Time Commitment
Total course duration: 6 weeks (~25 hours). This course is fully accessible virtually and includes two required live sessions and project work completed by participants between the two sessions.
- Two (2) live, virtual interactive sessions: four hours per session, eight hours total (April 17 and May 29, 2025)
- Two (2) live office hours sessions providing virtual faculty and peer support between the two required live virtual sessions: one hour each, two hours total (to be scheduled with participant input)
- Project work: completed by participants in between sessions, 10-1 total hours of client work and readings
- Three-plus hours of pre-reading and preparation before the first session
Earn Continuing Education Credit
- ELOC is recognized by the International Accreditors for Continuing Education and Training (IACET) and the Society for Human Resource Management (SHRM) to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. This program is valid for 25 PDCs for the SHRM-CP or SHRM-SCP or 2.5 IACET CEUs.
