“The only man I know who behaves sensibly is my tailor; he takes my measurements anew each time he sees me. The rest go on with their old measurements and expect me to fit them.”
- George Bernard Shaw

So we come to measurement again.  You have measured the culture of your organization and have a better idea of who your organization is and who you aspire to be.  Now is the time to examine your leadership candidate.  But where to begin?  There are so many measurement tools out there, how do you choose?

Povah and Sobczak in People & Strategy have given us some great ideas for measuring the leadership components we have looked at in this blog series.

Learning agility is flexibility, interest, and learning from ones’ mistakes.  We don’t repeat those mistakes, but constantly search for improvement and reach for excellence.  Measurement tools include personality questionnaires, exploratory interviews, and business simulations with real-time feedback and shared reflections.

Intelligence is aptitude, cognitive judgment and critical reasoning.  This is best measured with psychometric ability tests, business simulations such as a case study or analysis exercise and situational judgment tests.

Values such as integrity and reliability are at the heart of a leader and that leader must be trustworthy.  This might be measured by competency-based interviews focused on specific values, symmetric tools and integrity tests such as the Giotto test, and role-plays or group exercises.

Emotional intelligence shows an ability to manage one’s own emotions, to regulate their impact on others and to influence their colleagues.  Measurement tools include 360 feedback, business simulations including role-plays and group exercises, and emotional intelligence tests.

Drive includes passion, motivation and tenacity.  Some measurement tools to consider are the Saville Wave personality questionnaire, CBI’s focusing on past achievements, and role-plays or group exercises.

Figuring out the right fit has never been more important.  In an economy that demands we do more with less – we must demand a better fit with our leaders.  Measuring your culture and leadership fit will lead to improved performance and bottom-line results.  Learning agility is often the overlooked factor but you are now ready to find that fit.

Let us know if we can help.   Measurement and succession planning are what we do at Brighter Strategies.

 

Share:

Leave a Reply

Your email address will not be published. Required fields are marked *