Claremont Leadership Assessment Center

Transcription

1 Claremont Leadership Assessment Center Executive Summary Becky Reichard, PhD Claremont Graduate University

2 Assess Leader Behaviors Enhance Self- Awareness Develop Leadership WHAT IS AN ASSESSMENT CENTER? Most commonly used for selection, promotion, and development of executives, an assessment center is a method of accurately evaluating leaders knowledge, skills, and abilities using simulated scenarios. Due to the labor-intensive process of coding leaders behaviors, assessment centers cost an average of $500-$1,000 per participating leader. An assessment center provides a much better measure of leadership than self-report surveys or 360-degree ratings because the leader s actual behavior is assessed. By providing participating leaders with feedback on their leadership behaviors, the leaders self-understanding will be increased providing them with a clear direction for their future self-development efforts. 1

3 CLAREMONT LEADERSHIP ASSESSMENT CENTER The Claremont Leadership Assessment Center has been designed to assess managers and supervisors leadership behaviors in various life-like situations that leaders are likely to encounter and must be responsible for on a daily basis. The assessment center session lasts approximately four hours and is divided into three scenarios. The following table provides an overview of the three simulations an in-basket exercise, group discussion, and a one-on-one meeting with a follower. Timing Activity Description 00:00 01:00 In-basket simulation a written simulation in which participants work individually on a computer to respond to memos from supervisors, constituents, and co-workers. 01:15 02:15 Group discussion a group discussion, consists of five participants presenting and then deliberating the contents of proposals to submit for funding. 02:30 03:30 Meeting with a follower a one-on-one meeting in which each participant will engage in a conversation with a problem subordinate (one of our actors playing the role of the participant s follower). 2-3 weeks later feedback report a 5-page detailed feedback report will be ed to participants. The report will increase participants selfawareness of their leadership strengths and areas in need of improvement and may form as basis for future leadership development efforts. 2

4 RATINGS OF LEADERS DISPLAYED BEHAVIORS Upon completion of the assessment center, the research team s trained personnel will review the recordings (written and audio/visual) looking for specific and explicit behaviors displayed by the participating leaders during the simulations. This rating process will provide an accurate and reliable evaluation of participating leaders and ultimately allow us to provide participants with helpful, developmental feedback that they can use to improve their future leadership development experiences. We have categorized the leadership behaviors to be assessed based on leadership theory and research into the following four overarching categories: Leaders who are effective at executing know how to make things happen. They work tirelessly to efficiently implement a solution. Good executers are able to turn vague ideas into a tangible reality and enjoy doing so. Leaders who are effective at Strategic Thinking keep in focus what is possible for the team to accomplish. They are constantly absorbing and analyzing information and helping the team make better decisions. Leadership Dimensions Leaders who are effective at Relationship Building are like 'glue' that holds the team together. They are able to turn a group of individuals into a team that is much greater than the sum of its parts. Leaders using effective influencing are able to persuade individuals and groups to work in the direction that the leader views as important. People high on influencing are able to sell the team's ideas inside and outside the organization. When you need someone to take charge, speak up, and make sure your group is heard, look to someone with the strength of influence. 3

5 In the table below, the dimensions of leadership behavior assessed for each simulation are reported. Leadership Category In-Basket Exercise Group Discussion Role play (1-on-1) Executing Time management Planning and organizing Initiation of structure Strategic Thinking Analytical processing Problem solving and Problem solving decision making Relationship Building Relationship Interpersonal Individual consideration maintenance communication Non-verbal Team focus communication Relational transparency Influencing Written communication Presentation skills Oral communication Persuasiveness Verbal communication Persuasiveness Taken together, individuals participating in the Claremont Leadership Assessment Center will benefit from increased levels of self-awareness of their leadership strengths and areas in need of improvement based on actual behaviors displayed in the simulations. On the following page, an example of one of the five page feedback report is provided. 4

6 SAMPLE FEEDBACK REPORT EXECUTING DIMENSION Leadership is about getting results, so Executing is essential for effective leadership. Leaders who are effective at executing know how to make things happen. They work tirelessly to efficiently implement a solution. Good executers are able to turn vague ideas into a tangible reality and enjoy doing so. For example, they may excel at establishing a quality process, work tirelessly toward a goal, or determine the ideal group of people needed to complete the task at hand. In the Leadership Assessment Center, your displayed leadership behaviors were rated across three components of executing - Initiation of Structure, Planning and Organizing, and Time Management. Your scores on these themes are shown in the graph below. Participant Participant Name Initiation of Structure Is organized, decisive, and able to work alongside other individuals, while encouraging all individuals to work as a team. Based on assessors ratings, you demonstrated below average behaviors related to Initiation of Structure. Given this feedback, the following are suggestions for improving your leadership: In the future, don't be afraid to provide suggestions about how your group can go about accomplishing its work Help your group define the underlying problem that you are trying to solve Consider surrounding yourself with team members who are task-focused Planning and Organizing Accurately estimates priority, length and difficulty of tasks and sets clear objectives, goals, and measures. Based on assessors ratings, you demonstrated average behaviors related to Planning and Scheduling. Given this feedback, the following are suggestions for improving your leadership: Continue to establish specific and challenging goals that the group you are leading can strive toward Be sure to use specific deadlines for when certain milestones should be completed Time Management Sets priorities and accomplishes tasks by using a range of skills, tools, and techniques to manage time. Based on assessors ratings, you demonstrated above average behaviors related to Time Management. Given this feedback, the following are suggestions for improving your leadership: Leverage your excellent time management skills to reinforce clear structure for how tasks can be accomplished 5

7 For more information or to nominate a leader from your organization, contact Professor Becky Reichard Becky.Reichard@cgu.edu