Assessment 1.1


LEADERSHIP POTENTIAL - PERSONAL ASSESSMENT - SNAPSHOT

Single User - 14 Questions

A snapshot of how engaging and influential this person is as a leader - as perceived by an individual.


 

 

 
 
Exceptional Teams have Engaging Leaders who are able to connect with their people and influence, manage and motivate them towards achieving team goals and objectives. As the old Greek saying goes, ‘A fish rots from the head first’, and this is also the case with teams. An Exceptional Team ‘thrives from the head first’ with the help of Engaging Leadership.

To encourage Engaging Leadership complete the questions below. You will get a graphic report on leadership strengths, areas for growth and guidance on how to improve.
 

4 Key Qualities of an Engaging Leader (the outcomes you want)

A. COMPETENCE
Competence relates to a persons ability to do their job and lead others. People will rate a leaders 'Competence' by judging their Intelligence, Capability and Authority. They will consider qualifications and experience; how well they know the industry; how well they know the business; perceived intelligence; appearance; their track record in leading people and getting results.

How would you rate their Competence?
Low
Competence
High
Competence

B. TRUSTWORTHINESS
Trustworthiness refers to a person's ability to gain the confidence of others to 'do what's right'. People will rate a leaders 'Trustworthiness' by judging their Professionalism, Honesty and Reliability. They will consider: their integrity (do they do what they say they will do); whether they follow and model company values; how open and transparent they are with problems, issues and future developments; whether they are authentic or ‘act a part’; how they behave at social events; their manners (or lack of); whether they gossip about others or not; their language e.g. polite vs swearing; and by how they react to criticism or bad news.

How would you rate their Trustworthiness?
Low
Trustworthiness
High
Trustworthiness

C. LIKEABILITY
Likeability refers to a person's ability to connect and get along with others. People will rate a leaders ‘Likeability’ by judging their Humility, Empathy and People Skills. They will consider how much they care about their people and how well they get along with them; how much respect and empathy they show towards others; how approachable they are; how well they listen; how they behave during conflict or under stress.

How would you rate their Likeability?
Low
Care-ability
High
Likeability

D. INSPIRATION
Inspiration refers to a person's ability to inspire and motivate others to action. People will rate a leaders ‘Inspiration’ by judging their Passion, Excitement and Encouragement. They will consider: how connected are they are with people; how much energy and enthusiasm they have; how clear their vision for the team is and by how excited they get about it; inspiring deeds and actions they may have done; engaging team activities they may have organised.

How would you rate their Inspiration?
Low
Inspiration
High
Inspiration

7 High-Impact Levers for Engaging Leadership (action areas for improvement)

1. APPEARANCE
Are they visible at work and team events? Do they set a high standard of grooming?
Do they use appropriate body language to enhance their influence for building
relationships,developing rapport & to project authority or be assertive when needed?
Poor
Appearance
Strong
Appearance

2. COMMUNICATION
Do they have good speaking, writing,
listening and presenting skills?
Poor
Communication Skills
Good
Communication Skills

3. RELATIONSHIPS
Do they have time for the people in your team? Do they use people's names often?
Do they make an effort to get to know people personally?
Poor
Relationships
Good
Relationships

4. VISION
Do they have a clear vision for the team and do they get excited about it?
Do team members share their vision?
No
Vision
Clear
Vision

5. EMPOWERMENT
Do they involve team members in decision-making and get their input on issues?
Do they delegate and give people responsibility? Do they help people get the
skills and resources they need to do their job?
Low
Empowerment
High
Empowerment

6. CHALLENGE
Do they challenge the team and the people in it to be better and do things better?
Low
Challenge
High
Challenge

7. ROLE MODELLING
Are they a good role model by getting excited about company and team objectives,
by following team protocol and by ‘living’ company and team values?
Poor Role
Model
Good Role
Model

3 Enabling Mindsets for Engaging Leadership (the mindsets you need to develop)

i. DESIRE TO IMPROVE SELF
Do they demonstrate a desire to improve their leadership capabilities?
No Desire to Improve
Leadership Capability
Strong Desire to Improve
Leadership Capability

ii. DESIRE TO GROW OTHERS
Do they demonstrate a strong desire to involve and mentors others and encourage
them to aspire to higher levels of performance and career development?
No Desire to Grow
and Mentor Others
Strong Desire to Grow
and Mentor Others

iii. DESIRE TO MAKE DECISIONS
Are they confident enough to make decisions and back themselves in support of them?
Unwilling To
Make Decisions Alone
Willing To
Make Decisions


   
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