Impact Methodology

Impact diagnosis helps leaders and managers realize what behaviors they generate in those around them. The purpose of impact tools is to help leaders and managers understand how they get from their actions to their impact on others.

Depending on your role, you might chose

Leadership/Impact (L/I)

Transformational tool for top managers, executives and other people in leadership roles. It helps leaders see the impact of leadership strategies they use and how they affect organizational performance. Developed by Dr. Robert A. Cooke, Leadership/Impact® is suitable for those who set the strategy and direction of the organization.

Management/Impact (M/I)

Transformation tool for team managers, who implement the strategy. It provides managers with valuable data about how they approach their work and their impact on others. Management/Impact™ was developed by Dr. Janet Szumal and Dr. Robert A. Cooke.

Leadership/Impact

L/I provides feedback on:

Effectiveness – the leader’s performance, from an organizational and personal perspective
The impact on others – what behaviors does the leader generate in those around him (constructive and/or defensive)
Leadership strategies – how often the leader uses prescriptive and restrictive leadership strategies respectively in the 10 leadership domains.

How does the process work?

L/I collects information about the leader through two types of inventories:

The L/I Self Report Inventory: The leader describes how he/she feels he/she approaches his/her responsibilities as a leader and what impact he/she would like to have on others
The L/I Description by Others Inventory: 8 colleagues selected by the participant (subordinates, peers, direct manager) to describe his or her overall effectiveness, impact on their behavior, and leadership strategies

The inventories take about 20 to 30 minutes to complete. The results obtained are presented as part of a confidential feedback report from which the leader:

Identifies the differences between the current impact and the desired one
Receives feedback on how he approaches his responsibilities as a leader and compares his perception to that of others
Sees the consequences of the impact in his performance as a leader from an organizational and personal perspective
Get recommendations for change

In order to understand the results of the report and to be able to increase his performance and long-term impact, the leader will have a debriefing session with an accredited Human Synergistics consultant.

Management/Impact (M/I)

Management/Impact (M/I) provides 360° feedback on how the managers carrie out their responsibilities and what impact they have on others. M/I is made for (project) managers or supervisors or anyone who has a team under them.

M/I provides feedback on:

Management Effectiveness – the manager’s performance from a personal, task and people perspective
Impact on others – the extent to which you as a manager motivate or drive others to behave in constructive or defensive ways, and the extent to which you believe you should encourage them to behave in these ways;
Management approaches – the extent to which you as a manager personally act in facilitating versus inhibiting ways.

How does the process work?

M/I collects information about the manager through two types of inventories:

M/I Self Report Inventory: The manager describes how he feels he approaches his responsibilities as a manager and what impact he would like to have on others
M/I Description by Others Inventory: 8 colleagues selected by the manager (subordinates, peers, direct manager) give him feedback on how he approaches his responsibilities, his actual impact on others and his effectiveness.

The inventories are completed online and take about 20 to 30 minutes. The results obtained are interpreted as part of a confidential feedback report.

In order to understand the results of the report and to be able to increase their performance and long-term impact, the manager will have a debriefing session with an accredited Human Synergistics consultant.

When do you use L/I and M/I?

To initiate or continue the development of leaders and managers
In individual coaching programs
To evaluate the effectiveness of development programs
To consolidate a more constructive and less defensive culture
To increase the effectiveness of the organization

One organization at a time, we continue to make Romania a better place.

Do you know what impact you have in your organization?