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Applications
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Leadership Effectiveness Profile
This instrument is the first and most critical assessment of Leadership Effectiveness:
Completing it early on will indicate whether/which other instruments should be used for a more complete picture of the individuals effectiveness as a leader.
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Management Effectiveness Profile
This instrument looks at how effectively individuals manage. The twelve key managerial competency areas under four clusters (representing a complete model of managerial effectiveness) are treated separately and then combined to create the individual’s overall profile.
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Managment Styles Questionnaire
Douglas McGregor presented these two highly influential ways of viewing people's motivation in the workplace. His Theory X assumes that people are lazy, dislike and shun work, lack ambition, dislike responsibility and prefer to be led. By contrast, Theory Y assumes that people have a psychological need to work and want achievement and responsibility.
This assessment provides a simple questionnaire to help to determine the mix of a manager's Theory X and Theory Y behavior to provide a basis for how any future adjustments may be made.
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Personal Effectiveness
This personal effectiveness profile is a broadly based instrument that looks to measure the personal leadership capabilities of individuals (whether or not they are directly responsible for leading others). The seven personal effectiveness categories are Delivering results, Achieving to higher standards, Straight talking, Developing yourself, Taking responsibility, Pulling together and Exceeding customer expectations.
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Power Perception Profile
The Power Perception Profile instrument is designed to provide information about your use of various types of power as the basis of your attempts to influence others.
After completing the questionnaire individuals are therefore given a detached output report which indicates the relative strength of each of the seven bases of power.
This instrument can be taken as a simple self-assessment, as a 180 degree assessment (the participant and their supervisor) or as a 360 assessment (the participant, their supervisor and up to ten other raters).
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PS Leader
PS Leader measures leader competencies skills that have been shown to be essential to leadership performance. The competency model used in this assessment is well researched, using data from 12,000 participants, resulting in 24 competencies grouped into five areas of leadership focus: Strategic, Business, Workforce, Interpersonal, and Personal. With thoughtful feedback in all of these areas, from oneself, peers, supervisors, and direct reports, a leader will gain valuable insight into both development needs and areas of strength.
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Situational Leadership
This situational leadership instrument is used to evaluate the leadership behaviors you use when you are engaged in attempts to influence the actions and attitudes of others.
From the questionnaire that you will complete insights will be provided into a participating individual’s current strengths and areas for leadership skills development. It also will supply information about the leadership behaviors used most by the individual and the extent to which they match those behaviors to the needs of others.
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