Extraordinary Leader Assessment
YOUR LEADER Assessment (Option 2 - Extraordinary Leader 360 Assessment)
Leadership is critical for organizational success. Any organization needs to have a leader to lead it in the right way and to determine their leadership needs and expectations; they will create system wide leadership development programs to achieve these objectives. If the leadership development is considered as an individual exercise will be overlooking organization development opportunity. It also misses chances to identify managerial talent, improvement of group processes which impacts future system of training programs, skills that affects teamwork.
Zenger Folkman delivers training programs and leadership development with the aim of helping companies enhance employee …show more content…
commitment, productivity and in turn improve profitability. 360 assessment details about the leadership skills that the person has and it also notify what kind of a leader the person who took the survey. Extraordinary leader 360 assessment explains each and every trait under few headings related to the skill set. Research tells us that successful leadership development focuses on the individual, provides constructive critical feedback. Such programs incite important self-discovery for individuals, increase their reflective capacities, and motivate managers to seek other developmental opportunities.
The first section of the assessment deals with the overall leadership effectiveness that one possesses.
Higher the score in this category more is the leadership effectiveness. According to this assessment, I got above 75% and clearly denote that my leadership effectiveness (4.50) is good and falls under the category of an effective leader. Coming to my experience about the leadership, I undertook our team when my team lead was on vacation and carried the team through a tight deadline and got an incredible goal achievement which is our project completion. I used to organize meetings that are open, interactive and tried to know everyone’s thoughts and the approach is made through consensus. For that effort, I was bestowed with a leadership award and appreciation from the peers of our …show more content…
organization.
The second section deals with the differentiation competencies. Here they take in to consideration 16 competencies for an effective leader. They are divided under small groups according to the nature of the competency. I was assessed as having lot of character by showing honesty and high integrity. I am good at personal capabilities like solving problems/issues easily, ready to give and take personal/technical expertise, have less interest in innovation. I have the capability of self-improvement. I am not a result oriented person and would like to take initiative for everything.
My interpersonal skills are above the average and I would like to build relationships, strives for the achievement of team’s goals and would also take the initiative to communicate easily and powerfully.
I may not be a good fit for leading a change. In my opinion, a change is not a quick one and if a change needs to be implemented in an organization, there will be initial resistance and also need a lot of resources and understanding to implement it. I may be good at connecting the group to the outside world but have difficulty in implementing strategic perspective changes. Coming to my working environment, initially most of the people in my organization thought that I am an introvert and will only talk when there will be some meeting or when there is need of some resource but that perception was changed when I took the team lead assignment temporarily when my team lead was on vacation. The competency that I showed at that time cleared all the doubts in everyone and gradually I was on par with the leadership skills that need to be present in an individual to be a
leader.
The third section deals with the employee commitment index. This section will detail about the leadership traits that one have by looking at the employee commitment to one’s organization. My assessment reveals that I love my organization presently and also love my preset job. I was rated highest on the rating and it shows the confidence that I have in my organization and also the freedom that they are giving me to improve as an individual and also as a leader. I assume that everyone will have to go the extra mile to get the organization’s goals achieved.
Finally I would like to recommend to my organization to keep taking these kinds of surveys and assessment tools so that they would help in improving personnel growth and improvement which will indirectly lead to the growth of the organization. These days, every company is taking steps to implement leadership programs and also allowing the personnel to have the respective training and certifications taken for the growth.
Leadership is critical for organizational success. Any organization needs to have a leader to lead it in the right way and to determine their leadership needs and expectations; they will create system wide leadership development programs to achieve these objectives. If the leadership development is considered as an individual exercise will be overlooking organization development opportunity. It also misses chances to identify managerial talent, improvement of group processes which impacts future system of training programs, skills that affects teamwork.
Zenger Folkman delivers training programs and leadership development with the aim of helping companies enhance employee …show more content…
commitment, productivity and in turn improve profitability. 360 assessment details about the leadership skills that the person has and it also notify what kind of a leader the person who took the survey. Extraordinary leader 360 assessment explains each and every trait under few headings related to the skill set. Research tells us that successful leadership development focuses on the individual, provides constructive critical feedback. Such programs incite important self-discovery for individuals, increase their reflective capacities, and motivate managers to seek other developmental opportunities.
The first section of the assessment deals with the overall leadership effectiveness that one possesses.
Higher the score in this category more is the leadership effectiveness. According to this assessment, I got above 75% and clearly denote that my leadership effectiveness (4.50) is good and falls under the category of an effective leader. Coming to my experience about the leadership, I undertook our team when my team lead was on vacation and carried the team through a tight deadline and got an incredible goal achievement which is our project completion. I used to organize meetings that are open, interactive and tried to know everyone’s thoughts and the approach is made through consensus. For that effort, I was bestowed with a leadership award and appreciation from the peers of our …show more content…
organization.
The second section deals with the differentiation competencies. Here they take in to consideration 16 competencies for an effective leader. They are divided under small groups according to the nature of the competency. I was assessed as having lot of character by showing honesty and high integrity. I am good at personal capabilities like solving problems/issues easily, ready to give and take personal/technical expertise, have less interest in innovation. I have the capability of self-improvement. I am not a result oriented person and would like to take initiative for everything.
My interpersonal skills are above the average and I would like to build relationships, strives for the achievement of team’s goals and would also take the initiative to communicate easily and powerfully.
I may not be a good fit for leading a change. In my opinion, a change is not a quick one and if a change needs to be implemented in an organization, there will be initial resistance and also need a lot of resources and understanding to implement it. I may be good at connecting the group to the outside world but have difficulty in implementing strategic perspective changes. Coming to my working environment, initially most of the people in my organization thought that I am an introvert and will only talk when there will be some meeting or when there is need of some resource but that perception was changed when I took the team lead assignment temporarily when my team lead was on vacation. The competency that I showed at that time cleared all the doubts in everyone and gradually I was on par with the leadership skills that need to be present in an individual to be a
leader.
The third section deals with the employee commitment index. This section will detail about the leadership traits that one have by looking at the employee commitment to one’s organization. My assessment reveals that I love my organization presently and also love my preset job. I was rated highest on the rating and it shows the confidence that I have in my organization and also the freedom that they are giving me to improve as an individual and also as a leader. I assume that everyone will have to go the extra mile to get the organization’s goals achieved.
Finally I would like to recommend to my organization to keep taking these kinds of surveys and assessment tools so that they would help in improving personnel growth and improvement which will indirectly lead to the growth of the organization. These days, every company is taking steps to implement leadership programs and also allowing the personnel to have the respective training and certifications taken for the growth.