The Leadership Development Assessment is an organizational tool for helping managers at all levels become more effective by increasing self-awareness and self-understanding. The Leadership Development Assessment works on the principle of multi-level feedback. It gives the leader two perceptions on how he or she leads: the leader's own perceptions, and how others see the leader.
The Greek philosopher Plato said, "Know thyself." His advice is right, but not easy to follow. We all have blind spots, gaps, and distortions in our perceptions of ourselves. One of the best ways a leader can 'know thyself' is to get a look through the eyes of others. Knowing how others see the leader, can help the individual understand the reasons behind others' reactions. Understanding how others perceive the leader is the first step. Being willing to change behaviors that have been identified as detracting from the leader’s overall effectiveness is the second, and most critical step. When actions are changed, the leader can more effectively lead others by earning their respect, trust, and loyalty.
The Leadership Development Assessment is intended primarily for use as a multi-level evaluation tool. This process is often referred to as a “360” because a leader receives feedback from those above, below and beside him or her within the organization. The results from the assessment will be presented in a binder to the leader, and will contain the feedback from bosses, peers, employees, and others, providing the leader with an intimate personal portrait. By using the surveys effectively, and by soliciting feedback from others who have observed the leader, the results will highlight leadership strengths as well as developmental needs.
To gain the maximum benefit from the Leadership Development Assessment, it is important that the leader approach the process of self-assessment with a positive, objective, non-defensive attitude. The leader can make the best use of the results by assuming that the feedback is reasonably fair and accurate, and that others are bringing things to the leader's attention to help the leader grow. We encourage leaders to decide ahead of time that he or she will respond confidently and objectively when reacting to the feedback, and that the information will be used to help the leader become even stronger and more confident.
LEADERSHIP DEVELOPMENT ASSESSMENT PROCESS
Step 1: Interview and Survey Design
Step 2: Administration and Processing Data
Step 3: Presentation of Feedback
Step 4: Action Plan
Step 5: Follow-UpView Sample Assessment
For more information on Leadership Development Assessments, please call Peter Barron Stark Companies at 858.451.3601, or email us at firstname.lastname@example.org.