LeAD is an evidence-based leadership assessment and development consultancy housed within the Claremont Evaluation Center at Claremont Graduate University. Faculty and graduate students provide a range of leadership evaluation, assessment, and development services to local businesses in order to build leadership capacity. We are research-based practitioners and practitioner-based researchers, who believe in evidence-based practice and bridging the research-practice divide.
LeAD develops leaders, researchers, and practitioners through the creation and application of evidence-based leadership research to help society pursue its full potential.
- Continuous Growth: striving to improve ourselves and others
- Honesty: acting with authenticity and transparency in all interactions
- Client Focus: prioritizing the needs and satisfaction of clients and client organizations
- Teamwork: being professional, courteous, and supportive to others
- Engaging through Strengths: seeking opportunities to meet our responsibility to contribute based on our skills and strengths so that together we maximize overall performance
- Results-orientation: working intelligently, diligently, and with integrity to produce the highest quality products and services and pursue organizational goals
Our Beliefs about Leader Development
- Leaders are both born and made, and as such, develop non-linearly over the lifespan. The development of leaders can be accelerated through external supports such as leadership evaluation, assessment, and development.
- Basing leadership evaluation, assessment, and development in the best-available evidence is the most effective strategy for leader development. Evidence for leader development practices may take several forms with rigorous, academic research being preferred.
- Leaders must be committed to their own long-term leader development journey. Some leaders are ready for leadership assessment and development and some are not. We can use and build upon existing evidence to assess and facilitate developmental readiness, but ultimately it is up to individual leaders to take responsibility for their own development.
- Leader development begins with self-awareness. The role of accurate leadership assessment is critical in providing valuable awareness-building knowledge to leaders.
- During the assessment process, leaders naturally gravitate toward remedying their weakness and this limits their ultimate leadership potential. We believe in balancing the traditional deficit model by framing leadership assessment and development around a strengths-based approach.
- Leadership is a process of influence, not a formally assigned role or position. We believe that leadership can occur from any member at any level of an organization with or without a formal supervisory position.
- Leaders, who step up in their immediate surroundings, whether that is an organization, community, or home, have the potential to benefit from leader development and to make the local community a better place.
To advance and align the research and practice of leader development