Leadership Assessment
Through Multi-Rater Feedback
     IPMA Assessment Council

        Kenneth R. Oehler
        Jean O....
Presentation Outline
s Leadership Described
s Multi-Rater vs Traditional Approaches
s Designing a Multi-Rater Instrument
s...
Leadership Described
s Clarification of roles
s Consideration of others
s Listening carefully
s Motivation of employees
s ...
Leadership is a Process
s   Process of social influence
    x Followers
    x Peers
    x Superiors
    x Self
Traditional Approaches to
Measuring Leadership
               BOSS
                (Rater)



PEERS          LEADER       ...
Multi-Rater Feedback

                    BOSS
                     (Rater)


PEERS               LEADER               PEE...
Designing a Multi-Rater Instrument

                            Instrument
       Job Data            Construction
       ...
Identify Participants
s Superior(s)
s Subordinates
s Peers
s Self
s Customers / Clients
Sample Items (Goal Setting)
                                                             ALMOST
                          ...
Sample Items (Interpersonal Skills)
                                                             ALMOST
                  ...
Feedback Results

                                   3.8
                                  3.7
Goal Setting
              ...
Why Multi-Rater Feedback Works

  s Different perspectives on the same
    behavior
  s More information about performance...
When Multi-Rater Feedback Works

 s   Aligned with organizational culture
     x Open
     x Relatively
              flat...
Proper Feedback & Potential Abuses

 s   Insensitive feedback
     x May   want a third party to assist
 s 360 is a fad?
 ...
Outcomes of Multi-Rater Feedback

 s Performance improvement
 s Identification of training needs
     x Leadership  skills...
Upcoming SlideShare
Loading in …5
×

Anderson Oehler 360 Presentation

489 views

Published on

Using 360 (multi-rater) feedback as a tool to assess leadership traits.

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
489
On SlideShare
0
From Embeds
0
Number of Embeds
4
Actions
Shares
0
Downloads
11
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Anderson Oehler 360 Presentation

  1. 1. Leadership Assessment Through Multi-Rater Feedback IPMA Assessment Council Kenneth R. Oehler Jean O. Anderson
  2. 2. Presentation Outline s Leadership Described s Multi-Rater vs Traditional Approaches s Designing a Multi-Rater Instrument s Sample Items & Feedback Results s Why & When Multi-Rater Feedback Works s Proper Feedback & Potential Abuses s Outcomes of Multi-Rater Feedback
  3. 3. Leadership Described s Clarification of roles s Consideration of others s Listening carefully s Motivation of employees s Persuasive communication s Integrity and responsibility s Inspiring a vision
  4. 4. Leadership is a Process s Process of social influence x Followers x Peers x Superiors x Self
  5. 5. Traditional Approaches to Measuring Leadership BOSS (Rater) PEERS LEADER PEERS (Ratee) SUBORDINATES SUBORDINATES
  6. 6. Multi-Rater Feedback BOSS (Rater) PEERS LEADER PEERS (Rater) (Rater) (Ratee) SUBORDINATES SUBORDINATES (Rater) (Rater)
  7. 7. Designing a Multi-Rater Instrument Instrument Job Data Construction Job Analysis Items Tasks Sample Responsibilities Job Related Interactions Competencies Content Content Validity
  8. 8. Identify Participants s Superior(s) s Subordinates s Peers s Self s Customers / Clients
  9. 9. Sample Items (Goal Setting) ALMOST RARELY SOMETIMES ALWAYS 1. Sets challenging goals ….. 1 2 3 4 5 2. Sets attainable goals ….. 1 2 3 4 5 3. Gives frequent feedback on progress toward goals 1 2 3 4 5 4. Gives considerate feedback on progress toward goals 1 2 3 4 5
  10. 10. Sample Items (Interpersonal Skills) ALMOST RARELY SOMETIMES ALWAYS 1. Is considerate of others…. 1 2 3 4 5 2. Is friendly and easy to approach…………………. 1 2 3 4 5 3. Takes others’ viewpoints into account before making decisions …………………... 1 2 3 4 5 4. Works well in a team environment……………….. 1 2 3 4 5
  11. 11. Feedback Results 3.8 3.7 Goal Setting 3.2 4 Boss Peers 4.2 Subordinates Interpersonal 4 Self Skills 3.9 4.5 1 2 3 4 5
  12. 12. Why Multi-Rater Feedback Works s Different perspectives on the same behavior s More information about performance s Specific / job related feedback s Psychological tension
  13. 13. When Multi-Rater Feedback Works s Aligned with organizational culture x Open x Relatively flat - not too hierarchical x Management support s Mediocre / Average leaders s Follow-up 360 s Anonymity of raters s Sensitive feedback
  14. 14. Proper Feedback & Potential Abuses s Insensitive feedback x May want a third party to assist s 360 is a fad? s Inadequate training s Ulterior motives s Performance appraisal v. development tool
  15. 15. Outcomes of Multi-Rater Feedback s Performance improvement s Identification of training needs x Leadership skills x Interpersonal skills x Organization skills x Goal Setting skills s Confirmation of need for change x Accountability of leaders

×