Leadership can create an environment of trust, loyalty, and drive success or it can cause a lack of productivity, mistrust, and a mass exodus from an organization. The main difference between these two scenarios is the effectiveness of the leadership. The role of leaders should have a positive effect on the organization. Because of this, assessing how well administration is doing is necessary. There is no right or wrong way to measure a leaders capabilities. However, Voyage uses several methods to determine how well a leader is leading. They are using tools, using leadership simulations, and using employee surveys.
Tools. The key to this approach is determining what aspects of leadership your organization wants to highlight. Tools such as the …show more content…
The use of simulations for training purposes is not a new concept. According to Fatimah Lateef (2010), “Simulation is a technique for practice and learning that can be applied to many different disciplines and types of trainees.” Using simulations can enhance problem-solving and decision-making skills and communication skills. In 2017, Marina Arshavskiy wrote an article for the eLearning Industry. In the article, she gives five ways in which corporations can use simulations to affect positive changes and behaviors in leadership.
1. Choose simulations based on organizational needs.
Simulations are as different as organizations are. With that being said, companies who choose to use simulations must find one that is precise and fits the company’s needs so that leaders are effectively developed across the organization.
2. Use simulations as part of a broader training program.
For the best results, Arshavskiy suggests that company’s use simulations as part of a “broader leadership training.” Simulators provide company-specific scenarios that participants must complete. Upon completion, recommendations can be made to improve effectiveness.
3. Use simulations in a group …show more content…
Arshavskiy gives the example of bank employees participating in a simulation. In the simulation, they followed all the rules of the bank and still ended the exercise with negative results. She states that “the outcome should be reviewed carefully.”
5. Take simulation to the next level.
a. It is not enough to review the outcomes from simulations. Organizations should take the information and use it to make decisions such as what additional training is needed or what to do with an ineffective leader.
Employee Questionnaires. Employee surveys maybe provide the best judgment of leadership effectiveness. Companies should choose employees with acceptable records in performance and colleague relations to respond to polls. Once they are received, the responses should be analyzed and reviewed to determine future steps.
Palmer Morrel-Samuels (2002) gives the following caveat about employee questionnaires: they should be designed meticulously to ensure answers reflect what the company wants to highlight.
Morrel-Samuels goes on to list tips companies should use to ensure responses that effectively determine leadership effectiveness. Listed below are a few of
Tools. The key to this approach is determining what aspects of leadership your organization wants to highlight. Tools such as the …show more content…
The use of simulations for training purposes is not a new concept. According to Fatimah Lateef (2010), “Simulation is a technique for practice and learning that can be applied to many different disciplines and types of trainees.” Using simulations can enhance problem-solving and decision-making skills and communication skills. In 2017, Marina Arshavskiy wrote an article for the eLearning Industry. In the article, she gives five ways in which corporations can use simulations to affect positive changes and behaviors in leadership.
1. Choose simulations based on organizational needs.
Simulations are as different as organizations are. With that being said, companies who choose to use simulations must find one that is precise and fits the company’s needs so that leaders are effectively developed across the organization.
2. Use simulations as part of a broader training program.
For the best results, Arshavskiy suggests that company’s use simulations as part of a “broader leadership training.” Simulators provide company-specific scenarios that participants must complete. Upon completion, recommendations can be made to improve effectiveness.
3. Use simulations in a group …show more content…
Arshavskiy gives the example of bank employees participating in a simulation. In the simulation, they followed all the rules of the bank and still ended the exercise with negative results. She states that “the outcome should be reviewed carefully.”
5. Take simulation to the next level.
a. It is not enough to review the outcomes from simulations. Organizations should take the information and use it to make decisions such as what additional training is needed or what to do with an ineffective leader.
Employee Questionnaires. Employee surveys maybe provide the best judgment of leadership effectiveness. Companies should choose employees with acceptable records in performance and colleague relations to respond to polls. Once they are received, the responses should be analyzed and reviewed to determine future steps.
Palmer Morrel-Samuels (2002) gives the following caveat about employee questionnaires: they should be designed meticulously to ensure answers reflect what the company wants to highlight.
Morrel-Samuels goes on to list tips companies should use to ensure responses that effectively determine leadership effectiveness. Listed below are a few of