Assessing Leadership and Measuring Its Effects

Dr. Rosalinda Zambrano Professor

Jean B. Marquez Presenter

ASSESSING LEADERSHIP
Conventional Wisdom about Leadership People who are tall and athletic make better leaders. Smarter people make better leaders. Leaders who are stable and predictable are more effective.

Research Findings about leadership People who are tall and athletic do not necessarily make better leaders. In some situations, smarter leaders consistently performed less well than those who are less smart. (Fiedler et al.) The most effective leaders use different bases of power to meet situational demands

Importance of Leadership Definition

The most important factor influencing what aspects of leadership will be assessed in any study is the individual researchers own definition or theory of leadership.

The following are leadership attributes being assessed by researchers: Behavior Charismatic potential Rhetorical skills Use of influence tactics Intelligence level Personality traits Experience levels

Methods Used to Assess Leadership Critical Thinking Questions Practitioners Should Ask 1. Who is the sample? 2. What is the situation? 3. What leadership qualities, characteristics, or behaviors are being assessed? 4. How is leadership success being determined? 5. How do the writers link leadership assessment to success?

3 Most Common Assessment techniques: 1. Interviews One of the most common techniques to asses various leadership attributes. Time-consuming. Limits the number of individuals who can be interviewed. A. Structured -the interviewer asks the leader a predetermined set of questions B. Unstructured - the interviewer does not follow a predetermined set of questions -the interviewer has the latitude to proceed in whatever direction seems appropriate 2. Observations Observations take considerable time and effort Recording and categorizing behaviors is not simple It is important to recognize that observations measure only overt behavior. This assessment technique can not measure cognitive activities.

A. Structured -observers are trained to categorize different behaviors into a predetermined set of dimensions B. Unstructured -the dimensions are developed after data are collected

3. Paper-and-pencil Includes personality inventories, intelligence tests, preference inventories and behavioral questionnaires. It is helpful to keep in mind who completed any questionnaires and whether or not similar results would have been obtained if a different group had provided the ratings of the leader.

Practical Applications of Leadership Assessment Most assessment techniques developed by researchers have found their way to schools, businesses and government institutions. Institutions use assessment techniques for hiring managers. Part of being a leader is making savvy staffing decisions and wise leaders understand how they can use different assessment techniques to assemble the best team possible. Some Leadership Quotes -

When doctors make a poor diagnosis, their patients die. When lawyers fail to present a good case, their clients got o jail. But when managers make a poor hiring decision, they have to face the consequences of that decision every single day. -Pete Ramstand

Leadership: The art of getting someone else to do something you want done because he wants to do it. -Dwight D. Eisenhower

PERSONALITY TEST I. Arrange the Colors according to your preference.

RED BLUE GREEN BLACK WHITE

Interpretation: It is how you prioritize the different aspects of your life

PASSION FRIENDS AND RELATIONSHIP CAREER DEATH MARRIAGE

II. THE PIG Draw a pig on a piece of paper. Lets see how it looks like. 1. Where on the paper did you draw the pig? a. mostly on the top b. mostly in the middle c. mostly on the bottom 2. The pig is drawn ___________. a. facing left b. facing right c. facing front (looking at you) 3. Did you draw the pig with four legs? a. yes b. no, less or none 4. How did you draw the pigs ears? a. not there b. small

c. medium d. big e. very big 5. How did you draw the pigs tail? a. not there b. short c. medium d. long e. very long 6. Did you draw the pig more details? a. yes b. no

Interpretation: 1. a you are a positive, optimistic person and will be a happy person b you are realistic and practical-minded c you tends to be a pessimistic person. You consider the future as a period of possible complications and dissatisfactions. 2. a you believe in tradition, friendly, remember dates such as birthdays b you are innovative and active, but may not have a strong sense of family. It's difficult for you to remember dates such as birthdays, etc. c you are direct and know how to stay on course, you are confused when others complicate things that are clear to you 3. a you are secure, stubborn and stick to your ideals b you are living through a period of change 4. The size of the ear indicates how good a listener you are 5. The length of the tail indicates the quality of your sex life 6. a you are analytical, cautious and distrustful b you are emotional and nave, you care little for details and are a risk-taker

LEADERSHIP MOTIVATION ASSESSMENT

Show the extent to which you agree or disagree with each of the following statements on a scale running from 1 (Strongly Disagree) to 5 (Strongly Agree). Please answer questions as you actually are (rather than how you think you should be). 1. Strongly Disagree 5. Strongly Agree

# Question 1 2 3 4 5 6 7 8 9 I am energized when people count on me for ideas. As a practice, I ask people challenging questions when we are working on projects together. I take delight in complimenting people that I work with when progress is made. I find it easy to be the cheerleader for others, when times are good and when times are bad. Team accomplishment is more important to me than my own personal accomplishments. People often take my ideas and run with them. When involved in group projects, building team cohesiveness is important to me. When involved in group projects, coaching others is an activity that I gravitate toward. I find pleasure in recognizing and celebrating the accomplishments of others.

2.

3.

4.

10 When involved in group projects, my team members problems are my problems. 11 Resolving interpersonal conflict is an activity that I enjoy. 12 When involved in group projects, I frequently find myself to be an idea generator. 13 When involved in group projects, I am inclined to let my ideas be known. 14 I find pleasure in being a convincing person.

Score Interpretation Score 14 27 28 55 56 70 Comment This implies a low motivation to lead. This implies some uncertainty over your motivation to lead. This implies a strong motivation to lead.

Source: This set of questions was constructed for this self-assessment and for illustrative purposes only. No prior validation work has been conducted that enables us to address the construct validity of this assessment. This selfassessment was patterned after that of A. J. DuBrin in Leadership: Research Findings, Practice and Skills (2nd edition) (Boston: Houghton Mifflin Co., 1998). Pp. 10-11.

How Good Are Your Leadership Skills?

Choose the column that best describes you. Please answer questions as you actually are (rather than how you think you should be). After answering all the questions, calculate your total score using: Not At All Rarely Sometimes Often Very Often -1 -2 -3 -4 -5

Statement 1 When assigning tasks, I consider peoples skills and interests. 2 I doubt myself and my ability to succeed. 3 I expect nothing less than top-notch results from people. 4 I expect higher quality work from my people than I sometimes deliver myself. 5 When someone is upset, I try to understand how he or she is feeling. 6 When circumstances change, I can struggle to

Not Some Very Rarely Often at all times Often

know what to do. 7 I think that personal feelings shouldnt be allowed to get in the way of performance and productivity. 8 I am highly motivated because I know I have what it takes to be successful. 9 Time spent worrying about team morale is time thats wasted. 10 I get upset and worried quite often in the workplace. 11 My actions show people what I want from them. 12 When working with a team, I encourage everyone to work toward the same goal. 13 I make exceptions to my rules and expectations its easier than being the enforcer all the time! 14 I enjoy planning for the future. 15 I feel threatened when someone criticizes me. 16 I take time to learn what people need from me so they can be successful. 17 Im optimistic about life, and I can see beyond temporary setbacks and problems. 18 I think that teams perform best when individuals keep doing the same tasks and perfecting them, instead of learning new skills and challenging themselves.

Score Interpretation Score Comment You need to work hard on your leadership skills. The good news is that if you use more of these skills at work, at home, and in the community, you'll be a 18-34 real asset to the people around you. You can do it and now is a great time to start!

You're doing OK as a leader, but you have the potential to do much better. While you've built the foundation of effective leadership, this is your 35-52 opportunity to improve your skills, and become the best you can be. Examine the areas where you lost points below, and determine what you can do to develop skills in these areas. Excellent! You're well on your way to becoming a good leader. However, you can never be too good at leadership or too experienced so look at the 53-90 areas belowwhere you didn't score maximum points, and figure out what you can do to improve your performance.

Personal Characteristics Self confidence Questions 2, 8 Positive attitude Questions 10, 17 Emotional Intelligence Questions 5, 15 Transformational Leadership Providing a compelling vision of the future Questions 6, 14 Motivating people to deliver the vision Questions 9, 12 Being a good role model Questions 4, 11 Managing performance effectively Questions 3, 13 Providing Support and stimulation Questions 1, 7, 16, 18