Aspiring to Leadership (ATL)
Application: Employee development, succession planning
Audience: Individual contributors with management potential
Respondents: Self, Manager, and Peers
Questions: 47 questions, 3 open-ended
Aspiring to Leadership (ATL) provides feedback on skills that are essential for future managerial success. High performance on these competencies identifies an employee who is prepared to make the transition from individual contributor to a formalized leadership role. Not only does this individual excel in their role, but they voluntarily go beyond the scope of the job. Amongst peers, they are often viewed as a role model. The ATL measures leadership potential of these exceptional individual contributors.
THE ATL TASK CYCLE®
Understanding and meeting goals
Openly expressing ideas and making solid contributions.
Working productively with others, while valuing their differences.
IV. PERSONAL AWARENESS
Being open to feedback, and using it to improve.
Demonstrating close attention to detail and balancing competition and cooperation.
Acknowledging the contributions of others.
Approachability, Dependability, Effectiveness/Outcomes and Leadership Promise are leveraged through the mastery of Task Cycle phases.
The Task Cycle is a validated organizing tool that can help leaders know where to focus their development. It is presented as a logical sequence of events, with each phase contributing to achieving the final goal. A leader’s performance across the Task Cycle phases is predictive of how others perceive their impact on the organization.
The Task Cycle image and name are registered trademarks of the Clark Wilson Group.