Assessment of Leadership Effectiveness

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Assessment of Leadership Effectiveness

• Presenters
• Christian Farago
• Takako Makigano
• Linh Ong
• Kumiko Terashima
• Lisa Jianying Zhou

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Introduction

• Overview
• Individual Leadership Evaluation Criteria
• Evaluation Tool
• Solutions for Ineffective Leadership
• Practices for Leadership Effectiveness
• Conclusion

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Criterion 1 Communication

• Symptoms when the leader is ineffective
• Increased absenteeism or turnover
• Lack of coordination
• Conflict between units
• Poor quality of production

• Why it is important
• To deliver information clearly and effectively
• To break down barriers and develop influential
  human relationships
• To lead followers to accomplish a task without
  arousing hostility

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Criterion 2 Flexibility

• Symptoms when the leader is ineffective
• Lower motivation
• Dissatisfaction
• Declines in productivity
• High grievances

• Why it is important
• To leverage followers strengths
• To overcome uncertainty by being flexible in
  decision making and goal setting

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Criterion 3 Empowerment/Teambuilding

• Symptoms when the leader is ineffective
• Deteriorated team cohesiveness
• High grievances
• Dissatisfaction
• Increased apathetic attitudes
• Low commitment in performance

• Why it is important
• To obtain optimal outputs by generating autonomy
• To create positive and enjoyable work environment
• To increase cohesiveness in the teams
• To boost open communication

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Criterion 4 Integrity

• Symptoms when the leader is ineffective
• Increased dissatisfaction
• Low morale
• Unethical behaviors
• Increased absenteeism and high turnover

• Why it is important
• To generate an honest work environment
• To engage commitment with ethical standard
  business practice
• To increase job satisfaction by strengthening
  organizational culture

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Criterion 5 Power

• Symptoms when the leader is ineffective
• High grievances
• High dissatisfaction
• Increased passive compliance
• Increased resistance

• Why it is important
• To motivate followers by using appropriate power
  structure and achieve desired outcomes
• Influence facts and rational arguments

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Criterion 6 Vision

• Symptoms when the leader is ineffective
• Incorrect perception of the leaders intention
• Undesirable followers performance
• High dissatisfaction
• Low motivation

• Why it is important
• To direct followers to the ultimate goal of the
  organization
• To lead followers through the rapid changing
  environment

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Criterion 7 Reward

• Symptoms when the leader is ineffective
• Low expectancy
• Low motivation
• Low commitment
• Low productivity
• Low satisfaction
• High turnover

• Why it is important
• Motivate followers to work harder
• Motivate followers self improvement
• Has a direct influence on followers performance

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Criterion 8 Expertise/Knowledge

• Symptoms when the leader is ineffective
• Lose confidence on the leader
• Low commitment
• Low performance compliance
• Low satisfaction

• Why it is important
• To gain reliance from followers
• To better understand followers performance
• To create effective strategies

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Criterion 9 Initiative

• Symptoms when the leader is ineffective
• Low motivation
• Low satisfaction
• Low performance
• Low acceptance level of challenges

• Why it is important
• To create a challenging environment
• To enhance followers commitment

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Integrated Model
Work Group/Norm
Leader Traits
Goal Alignment
Teambuilding /Empowerment 3
Vision 6
Integrity 4
Initiative 9
Task/Role Clarify
Valence
Communication 1
Equity
Vision 6
Intrinsic Outcome
Turnover Absentees Grievances Health
Follower Perception
Leader Behavior
Performance
Efforts
Satisfaction
Motivation
Extrinsic Outcome
Skill/Ability
Power 5
Needs
Reward 7
Flexibility 2
Follower Characteristics
Expectancy
Opportunity
Expertise 8
Expectation
Flexibility 2
Environmental Factors
(E?P) E1
(P?O) E2
Motivation f (E1x E2 x V)
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Evaluation Tool

• Leader self-assessment
• Questionnaire distributed in 360-degree
• Peers, subordinates, superiors, and all others in
  the circle of influence
• An all encompassing perspective
• Perception gaps identified

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Evaluation Tool (cont.)

• Questions based on nine criteria
• Five questions for each criteria
• Purpose of each criteria segment
• Each criteria has a segment average score
• Low average scores indicate weakness areas

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Rating System

• Scale from 1 to 5
• A score of 1-1.9improvement critical
• A score of 2-2.9 improvement required
• A score of 3-3.9improvement helpful
• A score of 4-4.9some improvement
• A score of 5no improvement possible

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Solution Communication

• Be a good listener
• Be prepared on the communication topics
• Align message strategically
• Have passion in communication
• Use vivid language compelling stories
• View communication as an ongoing process

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Solution Flexibility

• Integrate learning into followers daily life
• Understand followers needs and their values
• Document followers contributions and recognize
  their values
• Establish an environment for the followers to
  exchange learning experiences

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Solution Empowerment/Teambuilding

• Select diversified people for team formation
• Learn to truly share power
• Offer proper training, evaluation and feedback
• Create the optimal conflict level within a team

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Solution Integrity

• Encourage open and honest communication
• Concern for peers, colleagues, subordinates and
  organization
• Acknowledge self mistakes
• Be consistent with actions and words
• Obey the rules and regulations

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Solution Power

• Do not use punishment/coercive power unless have
  to
• Develop personal power, such as expert power and
  referent power
• Provide tangible benefits and satisfying work
  roles to subordinates

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Solution Vision

• Be a system thinker and focus on essentials
• Provide a vivid image of where the organization
  is heading
• Select individuals whose values align with
  existing organization values
• Stress value-based orientation and training

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Solution Reward

• Evaluate what followers appreciate
• Establish clear standards
• Understand desirable behavior and set up
  effective reward systems
• Evaluate followers before rewarding them

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Solution Expertise/Knowledge

• Practice continuous learning to acquire knowledge
  and develop new skills
• Attend professional seminars, university courses,
  training workshops and management counseling
  programs

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Solution Initiative

• Do not be afraid of making enemies
• Seek out responsibilities beyond the expected job
  description
• Stick tenaciously to an idea or project
• Follow through with an idea to implementation
• Be willing to assume personal risks in taking on
  new responsibilities

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Ensuring Effective Leadership

• 1. Establish well-focused system of goals and
  standards
• 2. Employ rigorous leadership selection process
• 3. Maintain evolving HRM system
• 4. Implement ongoing training and development

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1. Establish Well-focused System of Goals and
Standards

• Goals Standards, act as a measure of
  performance
• Establishes levels of expected achievement
• Examples of goals standards
• Manufacturing level
• Customer Service level
• Human Resource level

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1. Establish Well-focused System of Goals and
Standards (Cont.)

• Standards act as a feedback mechanism
• Employees can measure their performance
• Leader clarifies employees role linked to
  organizational goals
• Southwest example

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2. Employ rigorous selection process

• Identify ideal characteristics
• Look at past performance
• Helps identify leadership traits
• Multiple structured interviews
• Offer temporary 6 month positions

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3. Evolving HRM systems

• HR needs to meet employee concerns
• Phoenix company example
• Performance Appraisal System
• Skill-Based system
• Gives employees incentives to perform

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4. Implement on-going training development

• Helps create effective leaders
• Helps enhance leadership skills
• All employees should be involved
• On-going learning provides tools for effectiveness

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Conclusion

• Nine criteria is starting point
• Apply solutions procedures where necessary
• Account for forces at the organization level