Leadership Assessments

When it comes to understanding what motivates your employees, how do you uncover the source? By approaching assessments with the right mindset, employers can tap into a powerful avenue for employee and team development. 

• View Personality Assessments as Tools for Realignment
  Not every employee will be 100% engaged at all times, but it's crucial for them to feel driven, motivated, and valued as part of the team. By ensuring that employees are in roles that align with their personality traits, skills, priorities, and interests, they are more likely to succeed.
• Create Alignment between Leadership Styles
  There is no one-size-fits-all leadership style. The goal is to create alignment between different leadership styles based on your organization's objectives. By understanding and appreciating the various approaches to leadership within your team, you can foster a cohesive and effective work environment.
  
• Implement a Three-Step Process for Using Assessments
  To ensure successful use of assessments, follow a three-step process: assessing, coaching, and evaluating. Start by defining your goals, as this will guide you in choosing the appropriate assessment. Remember, coaching is a powerful tool to unlock employees' full potential and overcome barriers to success.
• Use Assessments as Benchmarks
  Instead of viewing assessments as static markers of who employees are, think of them as benchmarks that reveal their current best-suited opportunities and areas for growth.
• Unleash the Full Potential of Your Employees
  By approaching assessments strategically, employers can unlock the full potential of their employees. Aligning their roles with their strengths, providing coaching support, and using assessments as benchmarks for growth, employers can create an environment where employees feel supported, valued, and purpose-driven.

The importance of undertaking leadership 360 assessments lies in the fact that we can't fix what we don't know. Despite our sincerity, it's impossible to report on our blind spots. Leadership is not solely determined by our intentions, but rather by the impact we have on others.

In this pursuit of authentic leadership, a leadership 360 assessment emerges as a powerful catalyst. By seeking feedback from various stakeholder groups, such as your manager, peers, and direct reports, you can gain invaluable insights into how your leadership is experienced.

To properly understand the assessment data, keep in mind that it reflects perceptions rather than an evaluation of you as an individual. Take into account the specific role, time, context, and organizational culture that influenced these perceptions. Distinguish between feedback directly related to you and feedback influenced by external factors.

Acknowledge the impact of your current role on the perceptions of others. Recognize that how you are perceived is closely linked to your responsibilities.

Develop a clear and actionable plan based on the feedback received. Establish a daily practice and routine to maintain focus and motivation. By doing so, you will make progress towards the positive change you seek.

Confirmation bias, a term in psychology, refers to the tendency of individuals to seek out evidence that supports their existing beliefs while disregarding contradictory information. Instead, encouraging individuals to cultivate a mindset that focuses on positive change and progress can help counteract this bias. By sensitizing them to observe and appreciate what is going well, it becomes easier to identify patterns that contribute to favorable outcomes.