"Happiest Workplaces Award"

2025

Strengths-Based Leadership

Identifies and leverages individual strengths to enhance leadership effectiveness and team success.

Leadership Effectiveness Survey

Leadership assessment is a structured evaluation of an individual’s leadership capabilities using 75 paired questions across five key domains—Leading Self, Leading Others, Leading Teams, Leading Results, and Leading Community. These domains are further divided into 25 sub-domains, each with 2 core qualities, resulting in a comprehensive assessment of 50 leadership qualities.

Leading Others

The Leading Self domain focuses on understanding one’s own thoughts, behaviors, and motivations. It includes awareness across dimensions: intellectual vs. practical thinking, extroverted vs. introverted communication, rationality vs. emotional influence, authenticity through honesty vs. purpose, and self-awareness through very-high vs blind spot.

Thinking in the context of leadership assessment refers to a leaders approach to processing information and making decisions, balancing between intellectual and practical orientations.
 
Qualities
Intellectual  |  Practical
 

Speaking in leadership refers to a leaders preferred style of communication and engagement with others, ranging from extroverted to introverted approaches.
 
Qualities
Introversion  |  Extroversion
 

Logic in leadership describes a leaders approach to decision-making and problem-solving, balancing between rational analysis and emotional intuition.
 
Qualities
Rational Driven  |  Emotions
 

Authenticity in leadership reflects a leaders way of expressing their true self and values, ranging from honest openness to purposeful adaptability.
 
Qualities
Honest  |  Purposeful
 

Self-Awareness in leadership represents a leaders understanding of their own strengths, weaknesses, and behaviors, existing on a spectrum from high self-awareness to blind spots.
 
Qualities
Very High  |  Blind Spot
 

Key Components

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manager-effectiveness-survey

Leading Others

The Leading Others domain emphasizes building relationships and fostering trust, collaboration, and feedback. Key dimensions include forming deep connections or networking widely, engaging with everyone or a select few, focusing on individuals or tasks, delivering feedback constructively or critically, and building trust easily or over time.

Relate in leadership describes a leaders approach to building relationships, spanning from forming deep connections to broad networking.
 
Qualities
Networker  |  Deep Connection
 

Developing in leadership refers to a leaders approach to nurturing talent and potential in others, ranging from focusing on everyone’s growth to prioritizing a select few.
 
Qualities
Everyone  |  Few Best
 

Caring in leadership reflects a leaders focus on either nurturing individuals or prioritizing task outcomes.
 
Qualities
Person  |  Task
 

Feedback in leadership pertains to a leaders style of offering guidance and critique, ranging from constructive to critical approaches.
 
Qualities
Critical  |  Constructive
 

Trusting in leadership describes a leaders approach to building trust with others, characterized by a spectrum from easy trust to cautious trust.
 
Qualities
Takes Time  |  Easily
 

Key Components

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manager-effectiveness-survey

Leading Team

The Leading Team domain focuses on team cohesion, conflict navigation, and aligning personal and collective goals. Key dimensions include collaborating or working independently, addressing conflict directly or through harmony, leading from the front or behind, prioritizing others’ interests or self-interest, and focusing on team goals versus personal achievements.

Orientation in leadership refers to a leaders approach to collaboration and teamwork, ranging from a collaborative mindset to a more independent, self-reliant perspective.
 
Qualities
Lone Ranger  |  Collaborator
 

Conflict Resolution in leadership describes a leaders approach to managing and addressing conflicts within a team or organization, characterized by a spectrum from direct confrontation to a more harmonious, thoughtful approach.
 
Qualities
Heads On  |  Harmonious
 

Leading in leadership refers to a leaders preferred style of guiding and influencing others, characterized by a spectrum from leading from the front to leading from the back
 
Qualities
From Back  |  From Front
 

Interests in leadership reflect a leaders orientation towards prioritizing the success of others versus their own personal goals.
 
Qualities
Other’s Interest  |  Self Interest
 

Personalisation in leadership refers to a leaders approach to interacting with individuals, characterized by a spectrum from consistency in behavior to individualized engagement.
 
Qualities
Individualisation  |  Consistent
 

Key Components

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Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

manager-effectiveness-survey

Leading Results

The Leading Results domain focuses on driving outcomes through ownership, innovation, and adaptability toward organizational goals. Key dimensions include ownership vs. delegation, disruptive vs. incremental solutions, transformational vs. transactional change, rigid vs. fluid structures, and focus on external vs. internal benchmarks.

Ownership in leadership describes a leaders approach to responsibility and accountability for tasks and outcomes, ranging from taking personal responsibility to delegating effectively.
 
Qualities
Highest Ownership  |  Easy Delegation
 

Solution in leadership refers to a leaders approach to problem-solving and innovation, characterized by a spectrum from disruptive change to incremental improvement.
 
Qualities
Incremental  |  Disruptor
 

Change in leadership refers to a leaders attitude and approach toward organizational and personal transformations, characterized by a spectrum from transformational change to transactional change.
 
Qualities
Transformational  |  Transactional
 

Structure in leadership describes a leaders preference for order and organization in their approach to work and decision-making, characterized by a spectrum from rigidity to fluidity.
 
Qualities
Fluid  |  Rigid
 

Achievement in leadership refers to a leaders focus on success and performance metrics, characterized by a spectrum from external benchmarks to internal benchmarks.
 
Qualities
Internal Benchmarks  |  External Benchmarks

Key Components

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Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

manager-effectiveness-survey

Leading Community

The Leading Community domain emphasizes a leader’s role in fostering a positive, connected, and socially responsible environment beyond the organization. Key dimensions include a connected vs. disjointed worldview, positive vs. cautious outlook, giving vs. taking in interactions, high vs. minimal community focus, and an altruistic vs. self-care approach to social concerns.

World View in leadership reflects a leaders perspective on the interconnectedness of individuals and their actions within the broader context of society, characterized by a spectrum from connectedness to disjointedness.
 
Qualities
Disjointed  |  Connected
 

Outlook in leadership refers to a leaders general attitude and perspective toward life and situations, characterized by a spectrum from positivity to caution.
 
Qualities
Positive  |  Highly Careful
 

Transactions in leadership describe a leaders approach to interpersonal interactions and exchanges, characterized by a spectrum from being a giver to being a taker.
 
Qualities
Giver  |  Taker
 

Community Thinking in leadership refers to a leaders consideration of the broader societal implications of their decisions and actions, characterized by a spectrum from high community awareness to a non-existent focus on community impact.
 
Qualities
High  |  Low
 

Social Concern in leadership refers to a leaders prioritization of societal well-being in their decision-making, characterized by a spectrum from altruism to self-care.
 
Qualities
Self Care  |  Altruistic
 

Key Components

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Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

Lorem ipsum dolor sit amet, consectetur adipisicing elit. Optio, neque qui velit. Magni dolorum quidem ipsam eligendi, totam, facilis laudantium cum accusamus ullam voluptatibus commodi numquam, error, est. Ea, consequatur.

manager-effectiveness-survey

Leadership Report

This report provides an in-depth analysis of leadership capabilities across five essential domains: Leading Self, Leading Others, Leading Team, Leading Results, and Leading Community. Each domain offers insights into the strengths and areas for growth that define effective leadership, fostering a well-rounded approach to personal and organizational impact.

3 Level reporting

  • Brief overview of what the Leadership Detail Report is, including its purpose.
  • Emphasize confidentiality and organizational value.
  • State that the report evaluates leadership across five essential domains: eading Self, Leading Others, Leading Team, Leading Results, Leading Community.

  • five key domains—Leading Self, Leading Others, Leading Teams, Leading Results, and Leading Community. These domains are further divided into 25 sub-domains, each with 2 core qualities, resulting in a comprehensive assessment of 50 leadership qualities.

For example:

Domain

  • Leading Self: The Leading Self domain focuses on cultivating a deep understanding of own thoughts, behaviors, and motivations.

Sub-Domains

  • Thinking: Thinking in the context of leadership assessment refers to a leaders approach to processing information and making decisions, balancing between intellectual and practical orientations.

  • Display how the user’s scores are broken down by domain and sub-domain.
  • Visual representations for easy comprehension.
  • Emphasize areas of strength and areas for development.

Strengths:

  • Dedicated section to highlight key strengths (e.g., Action-Oriented, Influential Speaker).
  • Tips for leveraging these strengths in the workplace.

Development:

  • Showcase personalized development tips:

Embracing feedback

  • Balancing action with reflection.

As data is divided into 5 key DOMAINS:

  • Leading Self (sample Score: 75 ), Leading Others (sample Score: 64), Leading Team (sample Score: 90), Leading Results (sample Score: 70), Leading Community (sample Score: 55)
  • For example, each domain (e.g., “Leading Self”) seems to have a total score (75), likely the sum of individual sub-domain (Thinking, Logic, Speaking etc) scores and individual sub-domain scores calculated by summing up all qualities (Thinking constitute intellectual, practical as qualities scores in this section.

  • Qualities Score
  • Self Snapshot
  • Key Takeaway
  • Development Tips

Leadership Development Program

The Leadership Development Program is designed to help you reflect on and enhance the diverse skills and attributes essential for effective leadership. Recognizing that mastering leadership is a lifelong journey, this program provides a structured pathway for continuous improvement, empowering you to build on your strengths and address areas for development throughout your leadership journey.

The Approach to Leadership Development Intervention

IDENTIFY CRITICAL ROLE, SUCCESS PROFILE AND COMPETENCY FRAMEWORK

01

Organization context
and leadership diagnostics

  • Interaction with key leadership representatives to understand and appreciate organization’s strategy, vision and cultural themes​.

02

Identify critical roles

  • Understand the behavioral abilities contributing to organizations success and identify critical roles​.

03

Identify the success profile
of Critical Role

  • Identify the knowledge, experience, competencies, and personal attributes required for job success.
  • Design “Success Profile”

04

Identify competence required
for each of those role

  • Cluster emerging themes into competency clusters.
  • Map criticality and expected proficiency level

ASSESSMENT AND DEVELOPMENT OF CRITICAL ROLE HOLDERS

05

Assessment, Gap Analysis
and Role Fitment

  • Individual Leadership Circle Assessment
  • Review the report. Understand the gap with critical role and fitness to the role.

06

Feedback Session​

  • 1 : 1 feedback and help individual to uncovering development areas and how it impact the experience at overall level.

07

Debriefs (Workshop)

  • Understand how to improve and create an impact. Leading Self, Leading Others & Leading Business.

08

Development Journey

  • Individual coaching journey. Help individual to implement the learning real time.

Unlock Your Team's Full Potential with Strengths-Based Development

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balaji@happyplus.in

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