Your leadership team wants to be better at managing themselves and others.

The problem is that leaders often don't know how their teams truly perceive them, so it’s hard to pinpoint how to be more effective. At best, this misalignment in perception results in frustration. At worst, it leads to low performance, poor morale, and undesired turnover.

Leaders need to know what others actually see to overcome the roadblocks in the way of their success.

VOYAGER by connexHR is a self-guided online assessment that reveals a leader’s strengths and weaknesses as perceived by themselves and their teams. It’s a simple three-step process:

  1. The leader (and any peers they choose) complete a 45-min online review of their effectiveness in key areas of competency using research-based areas
  2. This information is compiled into a custom, detailed breakdown showing both actual and perceived gaps in behaviors
  3. The leader partners with a coach to identify the specific changes that will enhance their leadership capability and undertake the appropriate actions to close any gaps

This proven, evidence-based method uncovers meaningful insights that have changed leader trajectories!

Want to make your leaders more capable and confident? Contact Michael or Chandra at contactus@connexhr.com.


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.


Individual Leaders
The VOYAGER approach targets the appropriate competencies for development that underly effectiveness at specific levels of leadership:

  • First-level / Supervisory -- evaluates and coaches on behaviors related to integrity, approachability, modeling the way, engaging the heart, embracing change, managing conflict, and drive for results
  • Mid-level / Managerial -- in addition to first-level competencies, adds behaviors related to strengthening others and sound decision-making
  • Top-level / Directors and C-Suite -- incorporates competencies critical to top leadership performance, such as mastery of organizational knowledge and visioning
  • Aspiring Leaders -- helps future leaders and potential successors proactively develop themselves in preparation for future leadership roles

Leadership Teams
Rather than, or in addition to, evaluating individual leaders, the VOYAGAR approach can be use to evaluate entire teams of leaders by obtaining feedback from others inside and outside of the team in key areas of competence. This feedback is aggregated and presented to the entire team to facilitate ideas for growth and improvement.


Feedback is Mined to Identify Core Themes for Improvement and Growth

The graph above compares self-assessment feedback with the feedback received from others. Consistent results indicate known strengths and weaknesses, while discrepancies may reveal blind spots and potential talents that can be targeted for development.

The chart above compares overall feedback with evaluation results from other participating leaders. This helps leaders guage their capabilities within the context of their organization.

To help guide development, scrubbed comments are included to reinforce strengths and provide specific ideas for growth.

About Us

Principals of connexHR

Chandra Attiken

Human Behavior and Organizational Design

Chandra has a passion for helping leaders to maximize their contributions to their organizations. Her intuitive nature allows her to see potential and identify the best ways to express their talents and aspirations in their interactions with others.

Chandra has over 30 years of experience helping businesses meet human capital challenges, including tenure in senior leadership positions at Manville Corporation, Time Warner, and Nationwide. Chandra's background includes a Master's of Science degree in Education with a focus in Behavioral Science.

Michael Sagert

Systems and Analytics

Michael utilizes research-based methodoligies to analyze leadership competency and create systemic approaches to change behaviors and enhance capability.

Michael has over 20 years of HR and IT experience helping businesses meet human capital challenges, including tenure in learning and development, information systems, and human resources positions. Michael's background includes a Bachelor's of Science degree in Computer Science from Kent State University.

Interested in our approach?

Please contact us for more information