Does my leadership team have the right skills?
Does my leadership team have the right skills?
Do we have the right people? This is a critical question that can have a huge impact on the organisation. Assessing leadership attributes and competencies can be done in a number of ways, including:
- The 360 degree leadership assessment process;
- Personal interviews for leadership competencies;
- Self-assessment.
1. The 360 degree leadership assessment process
The 360 degree leadership assessment process is the most effective way to evaluate your leadership team, as it provides you with feedback from multiple sources including line managers, peers, direct reports, other key stakeholders, and self-evaluation. A well designed 360 is like a full circle, providing a comprehensive view of leadership capability from all angles and perspectives. It should include a benchmark comparison. Unpacking this data provides a deep understanding of strengths, limitations and opportunities to assist improved performance.
Given the significant impact that an effective 360 review can have on a leaders’ development, it is important to select the most suitable 360 methodology to match your organisational culture and leadership goals.
2. Personal interviews for leadership competencies and attributes
This process should be part of a leadership coaching process and /or part of the Directors mentoring with their leaders.
Do my leaders know how to lead? Are the leaders of my organisation aligned with the organisation’s strategy? Are all leaders aligned with the organisation’s strategic objectives, and are they working towards achieving them? Is there a common understanding of what success means to all leaders in the organisation?
3. Self-assessment.
Effective self assessment is all about increasing self awareness, improving emotional intelligence and reducing biases.
Self awareness
Self awareness is important because it a key aspect of effective leadership.
This is about identifying the things that you do, think and feel. It means knowing what your strengths and weaknesses are. You will be aware of your emotions and how they influence you.
Emotional intelligence (EQ)
EQ is the ability to monitor one’s own and others’ emotions, to assess different feelings and label them appropriately, and to use emotional information to guide your thinking and behaviour. Selecting the best EQ measure is important.
Reducing biases
Bias is the most common impediment to being an effective leader. One researcher commented, ” If you have a brain you have biases.”
Leadership bias is a form of unconscious thinking that causes leaders to categorise, compare, and make assumptions that reinforce their own—often unintentional—favoritisms, preconceptions, and prejudices, as well as common stereotypes. Leadership bias creates judgment errors that affect leaders’ decisions and performance feedback.
Benefits of having the right leadership attributes and competencies
Each of these development options affect our vulnerability. Taking the risk to be a better leader is part of being a better leader for others.
Brené Brown in her book, Dare to Lead, captures this in one exquisite sentence: “I define a leader as anyone who takes responsibility for finding the potential in people and processes, and who has the courage to develop that potential.”
Key leadership skills include: understanding how to change an organisational culture, interpersonal and communication approaches, managing performance, and handling difficult communications.
Having the right leadership attributes and competencies is an invaluable asset that can help organisations achieve success. The development of the required skills and qualities can be undertaken by accessing excellent leadership coaching, strong mentors, development programs and self-development initiatives. With the right attitude, confidence and understanding of current technologies, leaders will be able to stay ahead of the competition.
If you would like to discuss your leadership assessment and development requirements, please contact us by phone on 1300 856 480 or by email people@mca-group.com.au to arrange a complementary initial conversation.
