Assessio recognizes that the key challenge for a company will be to take the organization to a “front runner” position on people – it’s the only way to create a sustainable culture but it’s also the best way to reach targets. In line with this there is a need for an effective tool that continuously can assess performance, give actionable insights, and highlight the gaps. Effective leadership is a critical factor for your ability to accelerate your strategy, reaching your goals and managing your culture in the right way. Assessio implements this product to help leaders to be more functional in their roles, but also to elicit critical data that can help HR to act more strategically, addressing critical gaps.
What Leadership feedback measures
Leadership feedback is a tool for giving and receiving feedback on behaviors; Behaviors you can develop, learn, and affect. This is not focused on pinpointing whether you are a good or bad leader, not even what you have or have not done. Its only focus is to highlight how the team perceives how well you are meeting their needs and what you can do differently to become more effective in terms of helping the team to develop their performance.
The leadership model that is used, focuses on critical “common factors” for all leadership roles. These are designed to help managers understand their leadership behaviors along two domains, how they lead and what they focus available resources on. The driving-enabling balance describes the way the group are motivated and lead, the strategic-operative balance how the group is working and focusing. For any leader to be effective in any kind of team, they need to create a culture that allows:
Development and market focus (Strategic leadership)
Internal agreement and process discipline (Operative leadership)
Clear direction and a “how” (Driving leadership)
Involvement and empowerment (Enabling leadership)
Leadership feedback thus only measures (perceived) behavior. This means that your knowledge and expertise do not directly affect the outcomes. However, these are critical factors that you should use in your everyday practice and do indirectly affect your perceived leadership. For if you do not use knowledge and expertise the right way, your team will not benefit from them. Leadership feedback and the questions used, will help you get insights into how you, from your leadership position, can lead the team as effective as possible.
Why Leadership feedback is useful for leaders
Leadership feedback helps you realise your maximal potential as a leader and to gain insights into what you can do differently to be more functional/effective in your current leadership role. It also helps you to see what is working and what challenges still remains to be solved to develop an effective unit.
There is a broad consensus about feedback being a crucial component in professional development. Giving feedback is however a difficult task. This is a way for you to discover what impact you can have on the team when you change your leadership style. Leadership feedback helps your team, yourself, and your leaders to structure the feedback process, connect it to performance and making the feedback process as valuable as possible.
How Leadership feedback should be used
Leadership feedback is intended to be used between the leader and the team. Effective leadership should always be measured and defined based on the teams/organizations performance and this is why Leadership Feedback focuses on the team´s perspective. However, when receiving feedback as a leader, we would still recommend that the results are used as part of your development dialogue with your own manager.
Leadership Feedback is designed to be used multiple times over a year, ideally three to four times. It is not intended as a “one off” truth teller of who is a good leader and who is not. The value of the product is in the insights it can give individual leaders and organizations over time. Of course, this also depends upon the specific circumstances for your organization and purposes – it could be used one time but then the potential value would be much lower in terms of positive organizational outcomes (higher performance, increased engagement, better managed culture and accelerated strategy).