Director
Development tools for Director level roles
“I am currently a director and am interested in tools to support my own development or to support the development of members of my team”
Development tools
These tools will support you to review your current capability and experience in relation to that required to operate successfully in a director level role. They may also help you prepare for your annual appraisal and for future values-based recruitment processes.
Director LSP
The Leadership Success Profile (LSP) describes the qualities needed to operate effectively as a Director now and in the future. This is divided into three components which focus on behaviours, personality and values, and experience of operating at Director level. The behaviours describe the combination of behavioural attributes needed from Director level roles in Scotland across a range of contexts.
The personality and values define the range of personality constructs, values and motivations helpful when operating in a Director level role. The transition requirements highlight the core areas of transition (or difference) between operating as a senior manager versus a director level role. These are helpful in enabling you to identify where you may benefit from greater exposure to different contexts.
Please note, a more detailed breakdown of the behavioural aspects of the LSP is available via the SLG app. For access, please contact us.
Director level 360
The Director Level 360 is suitable for current director level roles and aspiring chief executives and provides you with feedback from colleagues and other key work contacts who have experience of working with you on a regular basis against the Director level Leadership Success Profile.
Access to this tool is by invitation only, if you are interested in completing the 360 feedback process, please click the button below to contact us.
Succession Planning Readiness Conversation Guides
Exploring Readiness
Succession planning focuses on identifying and growing talent to fill leadership and business-critical positions in the future. The first step to identifying future talent can be for Chief Executives and those in Director level roles to have developmental conversations with their reports to explore their readiness and aspiration for future roles. Guidance for Chief Executives and Directors on how to have good readiness conversations and a preparation questionnaire for individuals are linked below.
