Leadership Assessment


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Leadership Assessment

  1. 2. YOU ATITUDE the arrangement of the parts of a body or figure : POSTURE a mental position with regard to a fact or state a position assumed for a specific purpose disposition, feeling, frame of mind, manner, mental make-up, mentality, opinion, outlook, perspective MOTIVATION incentive, drive, stimulation   the act or process of motivating a motivating force, stimulus, or influence   incitement, motive, need, provocation HOW WELL WILL YOU DO WHAT YOU WILL DO WHAT YOU CAN DO
  2. 3. O O P D A <ul><ul><li>OBSERVE </li></ul></ul><ul><ul><li>ORIENT </li></ul></ul><ul><ul><li>PLAN </li></ul></ul><ul><ul><li>DECIDE </li></ul></ul><ul><ul><li>ACT </li></ul></ul>Scan the environment and gather information from it Use the information to form mental images of circumstances, turning information into knowledge <ul><ul><li>Develop strategic options </li></ul></ul>Consider the options and commit to a course of action <ul><ul><li>Carry out the action plan </li></ul></ul>ACT OBSERVE ORIENT DECIDE PLAN
  3. 4. PROCESS STEPS OBJECTIVE QUALITATIVE FACTORS DESIRED OUTCOME <ul><ul><li>OBSERVE </li></ul></ul><ul><ul><li>TAKE IN THE UNFILTERED REALITY OF THE PROJECT/SITUATION </li></ul></ul><ul><ul><li>PERSPECTIVE </li></ul></ul><ul><ul><li>HUMILITY </li></ul></ul><ul><ul><li>INTELLIGENCE </li></ul></ul><ul><ul><li>OBJECTIVITY </li></ul></ul><ul><ul><li>Reach an objective understanding of the situation as presented </li></ul></ul><ul><ul><li>ORIENT </li></ul></ul><ul><ul><li>PROCESS INPUT ALONG WITH EMOTIONAL AND OTHER INTANGIBLE FILTERS </li></ul></ul><ul><ul><li>EXPERIENCE </li></ul></ul><ul><ul><li>INTUITION </li></ul></ul><ul><ul><li>KNOWLEDGE </li></ul></ul><ul><ul><li>SENSITIVITY </li></ul></ul><ul><ul><li>Reach an informed , comprehensive assessment of the situation within the bigger picture </li></ul></ul><ul><ul><li>PLAN </li></ul></ul><ul><ul><li>DEVELOP STRATEGY BASED ON COMPREHENSIVE ASSESSMENT </li></ul></ul><ul><ul><li>ANTICIPATION </li></ul></ul><ul><ul><li>INITIATIVE </li></ul></ul><ul><ul><li>JUDGMENT </li></ul></ul><ul><ul><li>ORGANIZATION </li></ul></ul><ul><ul><li>ATTITUDE </li></ul></ul><ul><ul><li>CONVICTION </li></ul></ul><ul><ul><li>COURAGE </li></ul></ul><ul><ul><li>DETERMINATION </li></ul></ul><ul><ul><li>ACCOUNTABILITY </li></ul></ul><ul><ul><li>MOTIVATION </li></ul></ul><ul><ul><li>INSPIRATION </li></ul></ul><ul><ul><li>DISCIPLINE </li></ul></ul><ul><ul><li>PERSISTENCE </li></ul></ul><ul><ul><li>Arrive at two or more viable action plans with contingencies </li></ul></ul><ul><ul><li>DECIDE </li></ul></ul><ul><ul><li>CHOOSE AND COMMIT TO </li></ul></ul><ul><ul><li>MOST VIABLE ACTION/ RESOURCE PLAN </li></ul></ul><ul><ul><li>Select and communicate the best plan regardless of possible resistance </li></ul></ul><ul><ul><li>ACT </li></ul></ul><ul><ul><li>EXECUTE ACTION PLAN AND RESOURCE DEPLOYMENT TILL COMPLETE </li></ul></ul><ul><ul><li>Successfully complete plan or contingency overcoming any obstacles </li></ul></ul>
  4. 6. <ul><li>Emotional self-awareness </li></ul><ul><ul><li>The ability to read and understand your emotions as well as recognize their impact on work performance, relationships, and the like. </li></ul></ul><ul><li>Accurate self-assessment </li></ul><ul><ul><li>A realistic evaluation of your strengths and limitations </li></ul></ul><ul><li>Self-Confidence </li></ul><ul><ul><li>A strong and positive sense of self-worth </li></ul></ul>Prerequisite Self-Awareness
  5. 7. <ul><li>Self-control </li></ul><ul><ul><li>The ability to keep disruptive emotions and impulses under control. </li></ul></ul><ul><li>Trustworthiness </li></ul><ul><ul><li>A consistent display of honesty and integrity </li></ul></ul><ul><li>Conscientiousness </li></ul><ul><ul><li>The ability to manage yourself and your responsibilities. </li></ul></ul><ul><li>Adaptability </li></ul><ul><ul><li>Skill at adjusting to changing situations and overcoming obstacles. </li></ul></ul><ul><li>Achievement orientation </li></ul><ul><ul><li>The drive to meet an internal standard of excellence. </li></ul></ul><ul><li>Initiative </li></ul><ul><ul><li>A readiness to seize opportunities . </li></ul></ul>Prerequisite Self-Management
  6. 8. <ul><li>Empathy </li></ul><ul><ul><li>Skill at sensing other people’s emotions, understanding their perspective, and taking an active interest in their concerns. </li></ul></ul><ul><li>Organizational Awareness </li></ul><ul><ul><li>The ability to read the currents of organizational life, build decision networks, and navigate politics. </li></ul></ul><ul><li>Service Orientation </li></ul><ul><ul><li>The ability to recognize and meet the customers’ needs. </li></ul></ul>Prerequisite Social Awareness
  7. 9. <ul><li>Vision </li></ul><ul><ul><li>The ability to take charge and inspire with a compelling vision. </li></ul></ul><ul><li>Influence </li></ul><ul><ul><li>The ability to wield a range of persuasive tactics. </li></ul></ul><ul><li>Developing Others </li></ul><ul><ul><li>The propensity to bolster the abilities of others w/ feedback and guidance. </li></ul></ul><ul><li>Communication </li></ul><ul><ul><li>Skill at listening and at sending clear, convincing, and well tuned messages. </li></ul></ul><ul><li>Change Catalyst </li></ul><ul><ul><li>Proficiency in initiating new ideas and leading people in a new direction. </li></ul></ul><ul><li>Conflict Management </li></ul><ul><ul><li>The ability to de-escalate disagreements and orchestrate resolutions. </li></ul></ul><ul><li>Building Bonds </li></ul><ul><ul><li>Proficiency at cultivating and maintaining a web of relationships. </li></ul></ul><ul><li>Teamwork and Collaboration </li></ul><ul><ul><li>Competence at promoting cooperation and building teams </li></ul></ul>Evolving Leadership Proficiencies
  8. 11. Coercive The Leader’s modus operandi: Demands immediate compliance The style in a phrase: “ Do what I tell you” Underlying emotional intelligence competencies: Drive to achieve, initiative, self-control When the style works best In a crisis, to kick start a turnaround, or with problem employees Overall impact on climate: Negative
  9. 12. Authoritative The Leader’s modus operandi: Mobilizes people toward a vision The style in a phrase: “ Come with me” Underlying emotional intelligence competencies: Self-confidence, empathy, change catalyst When the style works best: When changes require a new vision, or when a clear direction is needed. Overall impact on climate: Mostly strongly positive
  10. 13. Affiliative The Leader’s modus operandi: Creates harmony and builds emotional bonds The style in a phrase: “ People come first” Underlying emotional intelligence competencies: Empathy, building relationships, communication When the style works best: To heal rifts in a team or to motivate people during stressful circumstances Overall impact on climate: Positive
  11. 14. Democratic The Leader’s modus operandi: Forges consensus through participation The style in a phrase: “ What do you think?” Underlying emotional intelligence competencies: Collaboration, team leadership, communication When the style works best: To build buy-in or consensus, or to get input from valuable employees Overall impact on climate: Positive
  12. 15. Pacesetting The Leader’s modus operandi: Sets high standards for performance The style in a phrase: “ Do as I do, now” Underlying emotional intelligence competencies: Conscientiousness, drive to achieve, initiative When the style works best: To get quick results from a highly motivated and competent team Overall impact on climate: Negative
  13. 16. Coaching The Leader’s modus operandi: Develops people for the future The style in a phrase: “ Try this” Underlying emotional intelligence competencies: Developing others, empathy, self-awareness When the style works best: To help an employee improve performance or develop long term strengths Overall impact on climate: Positive
  14. 17. <ul><li>Flexibility </li></ul><ul><ul><li>How free employees feel to innovate and do the right thing unencumbered by red tape </li></ul></ul><ul><li>Responsibility </li></ul><ul><ul><li>Their sense of accountability and responsibility to the organization </li></ul></ul><ul><li>Standards </li></ul><ul><ul><li>The level at which they set the daily bar and longer term goals </li></ul></ul><ul><li>Rewards </li></ul><ul><ul><li>Their sense of accuracy about performance feedback and aptness of rewards </li></ul></ul><ul><li>Clarity </li></ul><ul><ul><li>Their understanding and belief in the organization’s mission and core values </li></ul></ul><ul><li>Commitment </li></ul><ul><ul><li>Their level of dedication and commitment to a common purpose and the team </li></ul></ul>Climate Indicators
  15. 18. Getting Molecular: The Impact of Leadership Styles on Drivers of Climate Coercive Authoritative Affiliative Democratic Pacesetting Coaching Flexibility -.28 .32 .27 .28 -.07 .17 Responsibility -.37 .21 .16 .23 .04 .08 Standards .02 .38 .31 .22 -.27 .39 Rewards -.18 .54 .48 .42 -.29 .43 Clarity -.11 .44 .37 .35 -.28 .38 Commitment -.13 .35 .34 .26 -.20 .27 Overall impact on climate -.26 .54 .46 .43 -.25 .42
  16. 19. <ul><li>It’s our distractions that influence our success.  </li></ul><ul><li>Without focus most results are mediocre. </li></ul><ul><li>But focus is not in everyone’s capacity… </li></ul>It’s all about Focus R.J. Wilkins 2007