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Week4_Leadership_Measures.ppt
Leadership Measures
Measurement
Measurement is both science and art.
Science because it can be qualitative or quantitative and is based on the rules of statistics.
Art because effective measures are linked to day-to- day recognition and reinforcement and to longer term rewards for enhanced performance and results.
Purpose of Measures
- Basis for aligning performance
- Basis for tracking achievement and assessing progress
- Basis for objective feedback and corrective action
- Basis for Reinforcement and Rewards
Align
Achieve
Adapt
Purpose of Measuring Leadership
The most significant reason to measure ”leadership” is for the leader’s own development.
To objectively separate “apparent” effect from “actual” effect of the leader’s actions.
To assess actual leadership effectiveness Vs. “personality.”
Characteristics of
Effective Measures
Clarity
well defined; easy to understand; indicate what is necessary day-to-day
Focus
“zeroing” in on what truly needs to be accomplished
Alignment
everyone is working toward same end result
Rallyable
performance improvements are seen; good progress is reflected by measures that go up rather than down
Line of Sight
measures clearly linked to others units and the organization as a whole
Value Added
assesses what is important; focus is on who value is created; begins with stakeholder
Accessible
measures are accessible to the performer on a continuous and timely basis
Performer Control
Performers can influence the outcomes; reflect the activities of the performers
Consistency
improved work processes enhances performance and measures
Common Errors of
Measurement
Measuring Too Much
Infrequent and Delayed Feedback
Measuring Results Only
Lack of Reinforcement
Measuring the Wrong Things
Common Resistance to Measurement
Common Reasons
Suggested Approaches
“Some jobs can’t be measured”
Measures can be developed for any effort
“Establishing a measurement system is time consuming and expensive”
Simple systems have the best chance for success and cost the least.
“Things beyond our control are being measured”
It is important to measure what the individual can control.
Resistance indicates that people are anticipating a change and are taking measurement seriously.
“The measures will be used to punish performance”
Measures are used to gauge progress and give guidance. The focus is on behaviors, not just results.
Measuring the Leader’s Effectiveness
What did the leader accomplish?
How did the followers respond?
What do leaders do (their specific leadership behaviors) to achieve the above? Covered in Chapters 11 through 18 in upcoming weeks)
Measuring the Leader’s Accomplishments
Did they grow the enterprise?
Did their organization achieve some level of prominence?
Did the leader leave a positive legacy?
Measuring Follower Response
How many followers respond to the leader’s call?
How does it take for the followers to take action?
How closely do the followers’ behaviors match the leader’s priorities?
How many people can relate their efforts to the leader’s vision?
How many people can relate an example of the leader’s values?
How many people meet their commitments?
How many individuals assist their peers?
How many units actively assist other units?
How many suggestions are made in support of the visions?
How often do followers take responsibility for their mistakes?
How often do followers seek the leaders advice?
How many followers become leaders?
Leadership Behaviors
What Leaders “Do” to Achieve Desired Outcomes
Provide Direction: Align expectations throughout the organization
Develop Competence: Ensure that people have the skills and knowledge to achieve the vision
Enable Followers: Provide the necessary resources to achieve the vision
Measure Performance: Create a system of objective and timely measures for both outcomes and supporting behaviors
Provide Feedback: Let people know how they are doing
Motivate Followers: Be an effective consequence provider
Leadership Measurement Options
Counts Objective
Behavior Anchored Scales
Ratings
Rankings Subjective
Summary Thoughts
Leadership effectiveness is not random. It is governed by the laws of human behavior.
Leaders provide clarity on the behaviors they need people to engage in . . to achieve the mission of their organization.
Leaders utilize measure for their own development.
The role of leaders is to become effective consequence providers.
