How is voyager approach different?
As practitioners in the field of leadership development for over 40 years, the VOYAGER team has extensive experience working with multiple different types of personality assessments, leadership competency frameworks, and coaching methodologies. These tools have been built through extensive research on fundamental principles of human behavior designed to help improve the capabilities of leaders in all types of organizations. Working with these tools, we’ve discovered specific strengths that enable sound leadership development, as well as specific weaknesses that must be carefully mitigated in order to be used successfully. We’ve also found that many of these tools yield far superior results working in tandem with one another, rather than being used in isolation.
Simplicity in approach
Customised To the person
Our VOYAGER framework brings some fundamental principles to the table:
Simplicity in Approach – many tools are overly complicated (e.g. too many competencies or too much hierarchy), making assessment results difficult for participants to understand and/or making it difficult for coaches to craft actionable improvement plans.
Customized to the Person – most tools use a categorize and prescribe approach, meaning the tools organize strengths/weaknesses/recommendations into boxes, which are then prescribed to everyone gets categorized into that box based on their assessment. Our approach is to review individual assessment results and create customized improvement plans for the individual.
Universal In nature
Highlight Positive & negative traits
Universal in Nature – the competencies selected for inclusion in the framework are common to leadership in all manner and types of organization based on our experience and are pulled from tried and true, proven frameworks. Being universal allows for the framework to be effectively deployed across organizations without the need to be customized to individual areas or departments.
Highlights Both Hidden Positive & Negative Traits – the collaborative framework is designed to gather feedback from multiple sources. Utilizing the Johari window human behavior structure to organize feedback exposes hidden areas of behavior and competency that could be undermining a leader’s performance and highlights hidden strengths the leader can bring to improve their capabilities (360-degree evaluations tend to only focus on the negative traits). Our approach is different from a regular 360 evaluation in the following ways.
- the participant has control of who is selected to give feedback, rather than it being dictated by the organization, and
- the detailed information is kept confidential. These two aspects of control and confidentiality allow for more buy-in of results.
USE COMPARATIVE FEEDBACK TO PROMOTE SELF-AWARENESS
The Johari window is a technique designed to help people better understand their relationship with themselves and others. It was created by psychologists Joseph Luft and Harrington Ingham as an aid to build one’s self-awareness. We have re-purposed this tool specifically to evaluate and build leadership capability.
Voyager Guided Solutions
Leadership Guidance – Leader progression to higher levels of capability
Stewardship Guidance – Improve board oversight through systemic feedback
Selection Guidance – Use an assessment tool to evaluate candidate fit and capability within a position
Onboarding Guidance – Quickly engage new employees into the organization in their probationary period
What makes us different?
Rooted in Research – competency frameworks, principles of human behavior, and best practice approaches form the starting point for our solutions
Practiced through Experience – solutions have been constructed by practitioners who have worked to resolve these pain points in global organizations
Repeatable and Deployable – systemic approaches built using online platforms can be rapidly deployed in all types of organizations; AI assists in shortening time to analyze and produce results
Retains a Human Touch – collaborative approach to collecting feedback engages people in the process; results are customized to individual participants by industry practitioners, rather than use a categorize-and-prescribe methodology
