Leading Edge HR Management Services
Using the Leading Edge Portrait™ on your Corporate Intranet
Have the nine roles become part of the regular vernacular in describing work in your organization as a complement to standard work descriptions. You license the On-Line version of the Leading Edge Portrait™ and its scoring code so that information on employees remains within your company only. These roles are not psychologically based, there are no personal or personality questions, and all the roles reflect positive contributions to the organization.

Each person completing the Leading Edge Portrait™ would receive instantaneous feedback -- including their preference pattern for the roles and an explanation of the resulting preference pattern for the nine leadership roles. Once scores are submitted you can choose to block redoing the Portrait in order to maintain the integrity of the results. As the Portrait has forced choices for every question it is impossible for anyone to score high on all roles. That is why the Portrait is best seen as revealing preferences rather than capabilities. Preference patterns remain relatively stable for people while they can continue to build capability in all the roles.

Your company can choose to have a database created with or without names. For example, results could be listed by a code, such as a standard computer password, known only to the person completing the Portrait.

At the same time, however, the results, without names if you so choose, need to be available to managers who could print out summary statistics for their teams, departments, divisions, etc.

As new project teams are formed or in any meeting people could put their codes in a computer terminal and get a quick display of a role summary of each group member without names. People can add their names if they choose.

Job Descriptions
Qualities from the relevant roles could be added to the standard technical, business-related descriptions. By scanning the database, e-mail could be sent to people who have the desired role preferences. This could be handled in the database without people being identified by name. The computer would pick up their assessment code and send them the e-mail to alert them to job possibilities.

Career Planning
Individuals could use the data base on job descriptions, which includes all current jobs as well as new job openings, to determine the career path appropriate for them to pursue. Some may be happier finding those jobs that match their preferences. Some may aspire to jobs that require them to use roles that are lower preferences for them and require them to develop more skills.

Performance Evaluation, 3600 Feedback, and Career Counseling
People could be evaluated on their skill capabilities with references to the roles. You can choose to have a whole system of 3600 Feedback included in your database. People would be able to enter their evaluations and they would be tabulated and made available to the recipient of the feedback. Without displaying names, it would be possible to compare individual evaluations with those received by others as well as provide guidance to the individual on development needs for their future learning.

Benchmarking
Any individual could have access to summary statistics from the data base to compare their preferences with average preferences for different groups (their team, department, or division, the whole company, people grouped by job type or level in the hierarchy). It may also be possible to use the benchmarking with performance evaluation data and 3600 Feedback as these would be summary statistics not identified by individuals in the database.

On-line Development
As people identify their skill development needs there can be a range of different activities such as exercises to do, interviews with people who exemplify the qualities, suggested courses in or out of the company, and further reading including adaptations from the book, From Sage to Artisan, designed for the computer screen. It is possible to have a suggestion section where people could include their own experiences and suggestions for learning more about the skill so the company would have a building data base of development ideas. People could personally tailor their development, doing much of it meshed with their own schedule rather than disappearing from work for multi-day workshops and seminars. There are also times when the face-to-face interaction is necessary. Using the database, people within the company could organize their own development meetings and perhaps send out invitations to people with similar interests.

Please note that any of these services, particularly those focused upon leadership skills, can be enhanced by taking the Whole Brain approach to the nine leadership roles.