There are many tools and techniques available to measure leadership. Determining what aspect or dimension of leadership is to be measured affects the selection of tools. Tools and techniques include self-assessments, simulations, observations, psychometric, and 360-degree instruments. Tools can be used to assess behavioral characteristics, traits, dimensions, personality, behavior, or self-awareness. Kang and Jin, from Cornell University recommend reviewing a variety of assessment tools and techniques based on what aspect of leadership is measured. Kabacoff and Sawyer with the Management Research Group, state “There are three things you need to think about when deciding what to measure: what your underlying model of leadership is, what
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were used. Northhouse’s leadership style tool broadly groups leadership style into three categories, Authoritarian, Democratic, and Laissez-Faire. The HCG’s assessment compliments Northhouse’s by adding preference depth and self-reflection based on reported behavior from eight leadership components. Northhouse’s leadership self-assessment was included to assess self-awareness, internalized moral perspective, balanced processing, and relational transparency. Used together all three tools offer the self-assessor the opportunity to prioritize those areas that need developing to strengthen the person’s skill set. A disadvantage is that they are primarily used in training programs and are not statistically validated as research tools. (What about HCG – nothing is mentioned) (Probably don’t need HCG; you have Myers, Northhouse, and 360 …show more content…
Knowing leadership continually evolves and requires adding new skill sets is a great start to becoming a better leader. Ms. Horowitz, Senior Manager of Professional Development with McDermott, Will and Emery, states the enhancement plan is a “vehicle through which one articulates their vision, defines specific annual goals, and commits to specific action steps to be achieved within a set time period” (Horowitz, ////). The adage “If it doesn’t get measured and documented, it never happened” supports creating and documenting each benchmark succinctly and clearly with measurable objectives. To begin, one must select skills to target for modification within 12 months as well as in the next 3-5 years. Skills to strengthen within the next 12 months include those for enhancing the ability to utilize skills when the democratic leadership style may not be the best choice for the given situation. Other leadership styles include 1) pace-setting, 2) authoritative, 3) affiliative, 4) coaching, and 5) coercion. Keeping a daily journal of content study and reflection of situations where other styles might have offered more effective resolution would be an effective way to strengthen and measure additional skill sets. Another opportunity for improvement within 12 months focuses on budgeting more time for planning before jumping into a project
were used. Northhouse’s leadership style tool broadly groups leadership style into three categories, Authoritarian, Democratic, and Laissez-Faire. The HCG’s assessment compliments Northhouse’s by adding preference depth and self-reflection based on reported behavior from eight leadership components. Northhouse’s leadership self-assessment was included to assess self-awareness, internalized moral perspective, balanced processing, and relational transparency. Used together all three tools offer the self-assessor the opportunity to prioritize those areas that need developing to strengthen the person’s skill set. A disadvantage is that they are primarily used in training programs and are not statistically validated as research tools. (What about HCG – nothing is mentioned) (Probably don’t need HCG; you have Myers, Northhouse, and 360 …show more content…
Knowing leadership continually evolves and requires adding new skill sets is a great start to becoming a better leader. Ms. Horowitz, Senior Manager of Professional Development with McDermott, Will and Emery, states the enhancement plan is a “vehicle through which one articulates their vision, defines specific annual goals, and commits to specific action steps to be achieved within a set time period” (Horowitz, ////). The adage “If it doesn’t get measured and documented, it never happened” supports creating and documenting each benchmark succinctly and clearly with measurable objectives. To begin, one must select skills to target for modification within 12 months as well as in the next 3-5 years. Skills to strengthen within the next 12 months include those for enhancing the ability to utilize skills when the democratic leadership style may not be the best choice for the given situation. Other leadership styles include 1) pace-setting, 2) authoritative, 3) affiliative, 4) coaching, and 5) coercion. Keeping a daily journal of content study and reflection of situations where other styles might have offered more effective resolution would be an effective way to strengthen and measure additional skill sets. Another opportunity for improvement within 12 months focuses on budgeting more time for planning before jumping into a project