situational leadership/ Leadership Assessment

When you want to improve something, you need a comprehensive overview of what your starting point is. This also applies if this “something” is your leaders’ strengths, development areas and potential.

In order to be able to measure if you leaders perform to your expectations, you need to quantify and understand their current behaviour. Leadership behaviour drives business performance. Therefore it is vital that you use data, knowledge, insight and an understanding of the current situation to create a foundation that enables you to achieve the necessary development.

A recipe for successful behaviour

You are already used to analysing the top and bottom lines, turnover and a number of other parameters. You should also use this quantitative approach on one of your business’ most important assets; your leaders. And yes, it is possible to find a recipe for successful leadership behaviour.

It does require some work, and as mentioned above, it is about establishing terms that make sense in the context which are practicable. And then it is about going through the stages in the right order.

1, 2, 3, repeat

The first stage is to create an overview of the current situation: What is the leadership behaviour like, and how are employee commitment and performance doing? There is not always a one-to-one relationship between the two, but the employees’ commitment and performance usually reflect the leadership behaviour. Read more about how to build a leadership assessment.

Then you and the individual leader set objectives that will enable the leader through concrete initiatives to change and adjust his/her behaviour to match your leadership principles and context.

The leader needs the right tools to be able to work with his/her behaviour. It requires that the organisation backs the process, often facilitated by an HR department or an external consultant.

And when you have gone through the different stages, you start over again. Leadership development is not a one-off thing. It should be a way of working, ensuring that you continuously identify improvement potential and assist the individual leader in improving and adjusting his/her behaviour to drive your business performance.

Say goodbye to "the good leader"