Leadership Assessment

There are now hundreds of different types of assessments, ranging from those of truly dubious quality (handwriting analysis to measure honestly) to highly valid, widely used tests with such as the Meyers-Briggs. A leadership assessment really measures traits or styles of behavior that are stable and fairly consistent over time.

Legacee's Whole Person Assessment

Those who wish to become great transformational managers and leaders must develop a holistic view of their capabilities. To just focus on management or leadership would be a mistake. It like looking at a rainbow and only seeing two colors. This assessment focuses on the five domains of business acumen:

1. Self-mastery,
2. Leadership,
3. Management,
4. Technical, and
5. Strategy and Tactics.

Nature of the Instrument. This instrument:

a. Serves as a model for individual development and self-improvement,
b. Defines a growth path for the future,
c. Provides a comprehensive view of business expertise,
d. Is change oriented and transformational in it’s focus, and
e. Integrates into leadership development, training and coaching.

Legacee's: Transformational Leadership Assessment

The truly great leaders understood that the more we know about ourselves, the easier it is to travel the difficult path to success. Since going to soothsayers and fortune tellers has fallen out of favor, we now use other methods such as leadership assessment.

This assessment consists of a short and comprehensive survey of measuring two leadership styles. It measures:

• Transformational leadership and
• Transactional leadership

Legacee's Team Leadership Assessment

What most managers and executives call a “team” is often really a group. In some respects, it is a polite form of self-deception that allows members to maintain the status quo.

To give groups more insight into their own internal group dynamics, it’s helpful to use an assessment process that allows management to:

• Determine how well the group works together, and
• Provides a focus for improvements

Companies can use this instrument in a number of different ways including:

1. As a tool for Departmental Analysis
2. As a Leader Self-Assessment
3. To Boost Project Team Performance

Nature of the Assessment

This test measures 23 different factors of leadership and team performance. It divides responses along the lines of:

• Leadership, and
• Member relations.

The leadership axis focuses on issue of primary concern to the person in charge while members focus on individual members.

Legacee's Meeting Diagnostics Assessment

“A meeting: an event where minutes are kept are but hours are lost.

Anonymous ”

Organizations tend to tolerate certain types of hidden losses—one type of hidden loss originates from poorly run meetings. While it appears to be a skill most have mastered, the reality is that few meetings go as planned and few are really run well. As a result, millions of productive hours are lost in the conference rooms across America.

To change the situation, participants will assess how existing meetings are run to first estimate how much time and money are lost by poorly run meetings.

Then we figure out how to decrease waste by having members fill out an assessment that looks at the following areas for potential improvement:

• Meeting Preparation—3 questions
• Member Roles—5 questions
• Information handling—6 questions
• Meeting Process—12 questions
• Actions between meetings—2 question
• Problem Solving Process—10 questions
• Meeting Environment—3 question

Developed by Kouses and Posner, shortly after the first edition of their book, The Leadership Challenge, this leadership assessment has been taken by thousands of individuals. It contains 30 questions, has both a paper and an on-line version and offers a number of different methods for 360 degree feedback.

It measures how strong one is at:

• Challenging the process
• Inspiring a shared vision
• Enabling others to act
• Modeling the way
• Encouraging the hear

Purpose of Assessments

In many respects, an assessment confirms what a person already knows or suspects. Assessments represent a snap-shot in time, a view of the the past that may not be relevant in the future.

We say may not, since people have the capability to change their behavior if the desire is strong enough and they receive the right type of information and feedback. So while someone may not be a good leader today, that does not mean they cannot be one in the future.

Phases of Delivery

Set-up

The last thing one wants is someone who is full of resistant, who resists understanding the insights embedded within the assessment. This phase consists of building the need so the person understands what is to be gained.

Assessment

This assessment could be done on-line or with a paper and pencil. One can also add in 360-degree feedback mechanisms if desired.

Debrief

Rather than offering an assessment and walking away, we believe that value comes in with the debrief and the discussion that involve coming up with the next steps. Without this step in the process, we are really sweeping "dirt under the rug." Since everything is out of sight and out of mind, nothing needs to change.

Follow-Up

This process involves a "learn by doing" approach in which specific assignments are developed to reduce identified weaknesses. In some cases, a strength may be further developed.

Our coaching paradigm stresses that the person must be actively involved in the process of learning. For example, they need to sit down and read articles. We will come up with what to read, but the "learning contract" we seek to develop requires motivation on the part of the learner to practice. We ground learning in experience and will often ask that the same assignment be practiced many times if needed.

Pricing

Since there are quite a few options involved in this type of effort, pricing is based on a plan of action that is developed as a result of consultation between organizations.