mit
NEW
MANAGER
LEADERSHIP
Developing
Extraordinary
Leaders
DEVELOPMENT SEMINAR
Date
Response to Request for Proposal
May 20, 2009
Presented to:
Submitted by:
1550 North Technology Way, Bldg. D. Suite 3300 | Orem, UT 84097
www.zengerfolkman.com
PHONE
801.705.9375
FAX
801.705.9376
INTRODUCTION
Extraordinary leaders deliver extraordinary results. Extensive research has proven that a
strengths-based approach to leadership development produces great leaders and accelerates
extraordinary business outcomes.
Zenger Folkman recognizes that 360 degree multi-rater feedback provides leaders with
valuable empirical data revealing how others perceive their strengths and weaknesses. Our
strength based approach is powerful as it resonates with the end user. They see that by
working on a few areas that they select and are passionate about they can have true impact on
their performance and the performance of the business. The approach is manageable and
engaging.
Companies like (INSERT NAME) that are committed to developing leaders can greatly benefit
from the powerful strengths-based framework introduced in The Extraordinary Leader approach
to leadership development. We have a proven technology that can raise the leadership
effectiveness at any level of leadership.
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ZENGER FOLKMAN
Beginning in 2001, Dr. Jack Zenger and Dr. Joe Folkman collaborated on a large-scale research
study that focused on obtaining an empirical and operational understanding of leadership.
Zenger Folkman was founded in 2003 on that groundbreaking research that became the book
The Extraordinary Leader: Turning Good Managers into Great Leaders (McGraw-Hill, 2002). Since its
publication, The Extraordinary Leader has become a worldwide bestseller and has challenged
long-held notions on what makes a great leader.
Our work with over 20,000 leaders across hundreds of organizations has helped us discover 16
unique competencies that can help any manager become a great leader. Best of all, our
developmental methods are focused on delivering rock-solid tools that help drive positive
business outcomes.
Zenger Folkman Differentiators
Zenger Folkman believes that leadership is a means to an end. While leadership is an important
part of the greater good of society, corporate organizations usually look at leadership
development through a lens that says there needs to be a return on investment. Building on this
idea, Zenger Folkman differentiates itself in the following ways:
1. Our focus during client engagements is on measurable business outcomes—business
outcomes that are influenced by extraordinary leadership and can be measured by
leadership effectiveness. We can measure employee retention, employee engagement,
reduction/increase in safety events and plant performance.
2. Zenger Folkman can prove what extraordinary leaders do differently from the rest and
measure the effect in business outcomes. We can make that linkage because we
discovered, not created, a model leveraging over 200,000 data sets from over 20,000
leaders. Validation through research and data is the cornerstone of our methodology.
3. Extraordinary leaders are defined not by the absence of weakness but by the presence of
strength. Extraordinary leaders have strength in 16 specific competencies. We label these
the 16 Differentiating Competencies. If a leader is rated in the top 10th percentile of 3 to
5 strengths, he or she is an extraordinary leader.
4. Build on strength rather than fixing weakness. The challenge becomes how one does that
because you build a strength in a very different way than how you fix a weakness.
Our research showed that if you want to build on and leverage a strength, you build
around it. Extraordinary leaders who excel in one competency, a strength, often had other
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strengths to go along with it. The data showed that, for each of the 16 competencies, there
are 6-8 other behaviors or characteristics that strongly correlated with the competency. To
build on a strength, a leader focuses on competency companions that bring the core
competency to life and enable development to the 90th percentile of performance.
5. Use accountability tools to sustain change. Typically, managers neglect to do one thing
during the development process—hold people accountable for their individual
development plans. Zenger Folkman focuses on two things to ensure accountability.
First, we can track their progressive behavior change and commitment to change via online tools. Second, we can collect feedback on those same two things via online feedback
tools. The result is a clear picture of individual progress being made toward the
development of strengths.
CUSTOMIZATION
Extraordinary leaders deliver extraordinary results. Extensive research has proven that a
strengths-based approach to leadership development produces great leaders and accelerates
extraordinary business outcomes.
Organizations like (INSERT NAME) that are committed to developing leaders and have an
existing competency model can greatly benefit from the powerful strengths-based framework
introduced in The Extraordinary Leader Workshop.
Zenger Folkman prides itself on our ability to easily operationalize an existing competency
model by leveraging our research and extensive database.
The 360 assessment can easily be customized. Most custom versions are designed to meet two
types of organizational needs:


To map to an organization’s existing competency model.
To provide flexible delivery options, including individual coaching, etc.
Both the Participant Manual and Competency Companion Development Guide (CCDG) can be
customized to meet (INSERT NAME) needs. The Participant Manual can have logos and
company name added as well specific words can be replaced.
Customization work on the CCDG could include non-linear developmental suggestions for all of
(INSERT NAME) competencies. This will include necessary research and custom development
for any competency not aligned with our current database.
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SUSTAINABILITY OF LEADERSHIP DEVELOPMENT
Sustainability is critical to the success of any development initiative. The process of
sustainability allows organizations to effectively implement the desired change and monitor
results at each step throughout the process by tracking both leading and lagging indicators. In
order to successfully drive momentum and change, best practices suggest an organization must
have three things in place:
1. A forum for gauging progress on the development process
2. A platform to share what is working and what is not working, which enables the individual
and organization to make adjustments during the change process
3. The ability to assess the behavior change taking place and the impact of that change on
key business drivers or results
Zenger Folkman has the following tools and activities available in support of sustainability.
Advancing The Extraordinary Leader
Leverage Your Training Investment
Organizations that are committed to leadership development will have a competitive advantage
in markets where it is difficult to differentiate on product and services alone. Within
organizations, leaders who are highly effective create significantly better business results when
compared to their less effective colleagues.
The Advancing the Extraordinary Leader (ATEL) workshop helps participants assess progress
toward increasing their personal leadership effectiveness. Pre and post data overwhelmingly
proves that a majority of leaders experience positive results from utilizing our unique strengths
based approach to development. Participants receive a gap analysis report, based on previous
Extraordinary Leader 360-degree feedback and current reassessment results.
So What has Changed?
Find out in a strengths-focused, half-day, instructor-led experience that uses 360-degree
reassessment with gap analysis. Developmental insights and a process for updating actionable
and relevant leadership development plans are included. For all leaders and managers who are
serious about developing their strengths and increasing their contribution to their organization
and have completed The Extraordinary Leader Workshop.
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Participants learn exactly how their perceived effectiveness has improved or deteriorated based
on new data contained in their comparative feedback reports. Key strengths are identified for
development and Individual Development Plans are refreshed to keep them relevant based on
individual feedback and changing organizational needs.
Building on the development momentum started in The Extraordinary Leader workshop, new
tools are provided to assist participants in becoming extraordinary leaders.
APM—ActionPlan Mapper™
The ActionPlan Mapper™ (APM) is a web-based software tool hosted by Zenger Folkman that
ensures ongoing goal planning, commitment, tracking and accountability following the
workshop. The ActionPlan Mapper™ ensures that learning and development plans are
implemented; development activities get the focus they deserve; and learning is transferred
back on the job.
This tool provides three critical benefits:
1. It gives the participant a way to track activities and get progress
2. APM provides templates and an easy-to-use process for participants to get feedback on
progress (or possibly the lack of progress)
3. It establishes a process and platform for the organization to see change and impact to
ensure progress against the investment
Aggregate Reports
Throughout the process, it is important to understand the current state of the organization as it
relates to leadership development. To help with this, Zenger Folkman can compile individual
survey results on a periodic basis and prepare for CLIENT’s leadership team an Aggregate
Report showing the overall status of leadership within the organization, trends that exist, and
areas of strength or concern to help fine tune the process and ensure the desired results are
achieved. These reports can be run as often as needed based on the numbers of participants
and demand by senior leadership to review progress.
Gap Analysis
In order to continually reassess and measure against initial 360-degree assessment results, a
Gap Analysis is conducted every 12-18 months. Managers participate in the assessment
process about 1 year after initial participation and Zenger Folkman compiles each manager’s
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previous and current feedback scores and then generates a “Gap” report. This report, in a clear
and easy to interpret format, displays measured improvement as well as areas where little
change has taken place or, indeed, scores have dropped. From here, leaders can take the
important data revealed in the Gap report, and use it to refocus and adjust their Development
Plans going forward. In addition, the organization receives an overall view of progress.
Each step of this process is designed to provide a predictive and validated approach to
leadership development as well as an easy to use process to create long-term sustainability
yielding the desired business results.
PROPOSED SOLUTION
Based on our current understanding of your needs, we suggest that The Extraordinary Leader
(1 day workshop) serve as the first step in your ongoing leadership development. Exposing the
audience to The Extraordinary Leader will:

Define the unequivocal and measurable difference between extraordinary and average
leaders

Introduce the 16 Differentiating Competencies and provide a context for their application in
a leader’s daily role

Assess leadership skills against the 16 Differentiating Competencies

Analyze 360 degree feedback focusing on identified strengths

Create an understanding of what strengths can be further leveraged to develop into
extraordinary leaders

Create a customized Individual Development Plan
Deliverables for The Extraordinary Leader include:

The Extraordinary Leader confidential online 360-degree assessment

The Extraordinary Leader feedback report

The Extraordinary Leader Participant Manual & Competency Companion Development
Guide

Hard bound copy of How to be Exceptional
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PROPOSED INVESTMENT
Extraordinary Leader 1-day Workshops
License Fee
$x per participant
Facilitation
$x* per day
*Travel and expenses associated with facilitation will be billed at cost.
Custom Options
Competency Mapping
360 Survey
Participant Manual
Competency Companion Development Guide
Sustainability Options
Advancing The Extraordinary Leader - ½ day workshop
License Fee
$x per participant
Facilitation
$x* per day
ActionPlan Mapper™ - 12 month usage
$x per participant
Aggregate Reports
$x per project
Gap Analysis
$x per participant
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