3000 Word Research Philosophy Paper on leadership philosophy. (APA guidelines)

THE EXTRAORDINARY

LEADER

Participant Feedback Report

Interpretation Guide

The Extraordinary Leader Assessment

This is a short form version of the Extraordinary Leader Assessment. Typically, we include data from managers, peers, direct reports and others in the feedback report. This report is only your self-assessment.

Section 1: Overall Leadership Effectiveness

This section provides an overall evaluation of your leadership effectiveness. The higher your score the higher your perceived effectiveness. You can compare yourself to 35,000 others doing this self- assessment by looking at the 75th and 90th percentile norms.

In the example above this person rates themselves very low in terms of their overall leadership effectiveness.

Section 2: 16 Differentiating Competencies Summary

This section provides feedback on the five broad dimensions of our 16 differentiating competencies. Use this section to identify the competencies where you feel you have a strength. This section might also provide insight into competencies where you feel you need significant improvement.

Section 3: Employee Commitment Index

This section provides an assessment of your current level of satisfaction, engagement and commitment in your job. If you love your job and enjoy going to work you should score above the 75th percentile. If you are frustrated at work or find work boring you will probably find a much lower score. You can see how you compare to others on each of the five questions that assess your commitment.

What do I do with these results?

In our research we found that Extraordinary Leaders differentiated themselves from others by standing out on a strength. When a strength is at or above the 90th percentile it really stands out. Because self- assessment results differ from the results generated from others it is difficult to determine how effective you truly are on any of these competencies. What the assessment should help you determine is competencies where you feel you have strength.

To take a strength and make it even stronger, utilize the companion behaviors identified in the “Making Yourself Indispensable” article.

Companion behaviors provide you with the insight on action you can take to build a strength. After looking at all the companion behaviors, we recommend selecting two that would help you in your current situation to perform better. Now write a plan of action you would take to improve.

Interpretation Guide (Continued)

Example of a development plan for improvement

If, for example, I selected the competency of “Honesty and Integrity” for improvement, it might be difficult for me to think about how to improve because I am already being honest and acting with integrity. When I look over the companion behaviors I select “Assertiveness” as a behavior that may help me to improve. While I am very honest, I tend to sit back and not assert myself. I can think of several situations where other people move forward making decisions that I believed did not reflect our values but I said nothing. Being more assertive will help me to demonstrate to others my honesty and integrity.

Donald Wildasin Section 1: Overall Leadership Effectiveness

Section 1: Overall Leadership Effectiveness

The overall leadership effectiveness gives you an index that measures your overall leadership capability. It is the average of all 20 survey items.

Symbol

Norm

Extraordinary Leader 75th Percentile Norm

Extraordinary Leader 90th Percentile Norm

Legend

Leadership Effectiveness Index

Rater

Self

Score 1

3.25

2

3

4

5

Copyright © 2016 Zenger Folkman

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Donald Wildasin Section 2: 16 Differentiating Competencies Summary

Section 2: 16 Differentiating Competencies Summary

These 16 differentiating competencies were found to be the best differentiating factors that predicted the best versus the worst leaders.

Symbol

Norm

Extraordinary Leader 75th Percentile Norm

Extraordinary Leader 90th Percentile Norm

Legend

Character

Character

5.00

Displays High Integrity and Honesty

5.00

Score 1

2

3

4

5

Personal Capability

Personal Capability

3.00

Technical/Professional Expertise

3.00

Solves Problems and Analyzes Issues

3.00

Innovates

3.00

Practices Self-Development

3.00

Score 1

2

3

4

5

Focus on Results

Focus on Results

3.00

Drives for Results

3.00

Establishes Stretch Goals

3.00

Takes Initiative

3.00

Score 1

2

3

4

5

Leading Change

Score 1

3.50

3.50

4.00

3.00

2

3

4

5

Leading Change

Develops Strategic Perspective Champions Change

Connects the Group to the Outside World

Copyright © 2016 Zenger Folkman

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Donald Wildasin Section 3: Employee Commitment Index

Section 3: Employee Commitment Index

This section displays the detailed results for the Employee Commitment Index, which measures the extent to which you are satisfied and motivated in your job. The results for each item are sorted from the most positive to the least positive.

Symbol

Norm

Extraordinary Leader 75th Percentile Norm

Extraordinary Leader 90th Percentile Norm

Legend

51. My work environment is a place where people want to go the extra mile.

Response Frequency

Rater #

Self 1

Score

4.00

1

2

3

4

5

1

2

3

4

100%

5

Copyright © 2016 Zenger Folkman

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