Modern Mindset Profiling
— The Dilyn Way™ Profiling Experience
The Globally Recognised profiling experience for modern mindset leadership
profiling – for modern MINDSET leaders
Now in its 10th year, the Dilyn Way™ Profiling tool is a profiling experience that helps leaders understand how their current leadership profile relates to modernity as well as providing the opportunity to identity which profile type best fits your strengths as a modern leader.
The tool is split into two parts: Part 1 is an online experience that includes a set of statement questions and an opportunity to reflect on your current practice using a journalling option. The second part is a confidential virtual mentor session with a certified Dilyn Way™ practitioner to explore your results, your potential modern mindset profile type with recommendations for building a pathway towards that.
The Dilyn Way™ profiling tool focusses on how we think, behave and act in a modern world. Understanding where our current strengths and uniquenesses as a human connect with modernity is crucial is we are to become role models and active players in the future of our organisational visions.
Every leader, regardless of where they work in the business should experience the Dilyn Way™ Profiling tool, to understand their current strengths and start to get a clear picture of their full potential as a modern mindset leader.
HR Director, UK Local Council.
To help support the development of modern mindset leadership, we need an effective way to identify and help leaders and leadership teams understand who they are currently over an above what they do as domain experts or practitioners. Once a leader understands their current profile alongside their potential and value contribution to transformation, we can then support them to build a pathway that’s uniquely designed to integrate into current leadership practice using the approach called The Power of ONE.
The Dilyn Profiling Tool
The Modern Mindset Leadership Assessment (The Dilyn Profiling Tool) is a unique tool that can catapult you as a leader, or your leadership team’s ability to act upon opportunities head on, with competence, courage and capability.
Culture shifts by looking up and in times of change or transformation we look up to the leaders around us to see evidence of what that future might look like - so we can trust, and follow them into a future that would otherwise be unknown and uncertain.
When trust levels are low - it’s even harder to engage people around change and transformation. Using the Dilyn Way™ profiling tool we can engage with leaders and practitioners to help them lean into strengths and who they are as a leader to bring about trust in the future.
During the confidential debrief with a certified Dilyn mentor, the leader is also given guidance in designing a personalised development pathway to achieve their potential as a modern mindset leader.
The tool is also used by leadership groups and wider leadership teams to provide data to support the design of modern mindset leadership development programmes and other development experiences.
The profiling tool explained
Why
Modern mindset leadership is about modern mindset theory more than skill. Its about who we are more than what we do. Modern mindset leadership is an imperative for project and program transformations to succeed, because it is the glue that connects transformation to the wider system. Knowing and nurturing the right profile - or understanding what profile best aligns to your strengths - allows us to develop as leaders first, practitioners second in a world where the majority of people are looking for guidance from role models.
What
Over the last 10 years we have worked with C-suite leaders, new and emerging leaders and practitioners across all disciplines including: programme and project management, change management and transformation, learning & development, OD, technology, business architecture, customer service, product and service design and communications. During this time we have built up an extensive data bank of what a modern mindset leader looks like in terms of profile: mindset and behaviour. The answer is that no one size fits all. Overall there are five profile types of a modern mindset leader, and within each of those profile types an infinite number of possibilities. Every leader has a unique profile DNA for modern mindset leadership.
Our insight continues to grow and inform iterations and new releases of the tool that is supported by a culmination of years of research, training, mentoring and coaching leaders through change, transformation and modernisation.
Some further insight to the Dilyn way profiling tool
Accessing the tool is via a link that is deployed via email.
It takes approximately 60-90 minutes to complete, which can increase depending on the amount of reflective practice the leader wants to engage in.
Following this, a confidential debrief session is scheduled with a qualified mentor who helps the leader interpret their results, uncover their strengths as a modern mindset leader - unlock their potential profile stage and generate some themes and recommendations for the beginning of the journey towards that modern mindset leadership profile.
For more information on the Profiling Tool you can download the following slides:
How
Benefits of using the profiling tool:
Gain an understanding of the 7 MIndsets of Modern Leadership.
Receive insight into your current profile and maturity mapped to The Dilyn Way™ model.
Receive insights and recommendations for your own personal development and effectiveness to build your Habit Cycle™.
Access recommended further insights and reading to help you develop your own Modern Mindset Leadership.
Build confidence in who you are as a modern mindset leader today and your potential contribution as a modern mindset leader in the future.
Be introduced to the Power of ONE approach that helps you take immediate action on your results and start to bring changes into your daily practice immediately.
Working as a group, the Dilyn Way™ profiling tool is a great way to recognise everyone’s unique strengths and perhaps where there might be some gaps in the overall team’s leadership capability.