Equitable Leadership

“To Give is To Get”

Equitable Leadership combines reliable performance feedback about interpersonal and managerial effectiveness with an action planning process. Through this combination, management and associates identify action planning opportunities and work together to bring about change. Thus the theme of the workshop is realized. . . “To give is to get”, e.g., if you want respect you must first give respect.

The process helps individuals build on their capacity to create more productive relationships while surfacing management improvement opportunities. This goal is accomplished by measuring two areas: INTERPERSONAL and MANAGERIAL effectiveness.

Interpersonal Style Survey
A multi-rater survey is used to gather feedback from co-workers who are important to a person’s success on-the-job. The feedback is presented in a Profile format which shows graphically, and relates in narrative form, information about a person’s interpersonal style. The Interpersonal Profile has been thoroughly researched and validated – and since feedback comes from several sources, including a self-rating, it is possible to answer the question: “Do I see myself as others see me?” with a high degree of accuracy.

Based upon an individual profile, a person is able to determine how his or her own style impacts others, and to practice skills aimed at better managing relationships among work group members.

Management Practices Survey
This is a survey designed to help managers obtain feedback about their management practices. The Management Practices Survey is divided into six parts: Empowerment, Support, Job-related Communication, Performance Feedback, Diversity and Teamwork. An additional customized option can be included that is designed to measure specific issues that are unique to a particular organization.

Equitable Leadership Workshop
Both surveys are shared in a workshop in which participants gain an in-depth understanding of their Interpersonal Style Profile and Management Practices reports. The workshop is essentially a personal strategy planning meeting in which participants share ideas and practice skills associated with the process. It is designed for fifteen to twenty participants who supervise and/or lead others.

A New Level of Empowerment
Participation in this workshop will better enable managers to: 

  • Establish new levels of cooperation with associates that support improved performance. 
  • Develop action plans for listening to and acting on ideas from associates. 
  • Identify and structure methods to continuously gather feedback for use in managing change. 
  • Use survey information to measure current levels of managerial performance. 
  • Employ performance improvement strategies that keep pace with organizational change. 
  • Understand the importance of empowering associates to solve problems and practice continuous value improvement. 
  • Model a process of continuous learning

Lasting Performance Improvement
The Equitable Leadership Workshop is uniquely effective because the outcomes are managed through the cooperation and support of all associates. Change is negotiated in a non-threatening manner between managers/supervisors/group leaders and those they work with. The outcomes are based on negotiated change that is supported by individual and organizational resources.

Workshop participants feel a personal association with the process and with each other. They obtain permanent ownership of the process, and this produces lasting changes in leadership and managerial effectiveness.

Managing Change


Great Lake Resource Center - Thomas d. Finley & Mary M. Halloran - glrc@glrcinc.com
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