Assessing leadership skills is a crucial task for managers, recruiters, and coaches who want to identify, develop, and retain effective leaders. However, it is not an easy or straightforward process, and it is prone to various errors and biases. In this article, we will discuss some of the most common mistakes made when assessing leadership skills and how to avoid them.
One of the most common mistakes made when assessing leadership skills is relying on subjective impressions, such as charisma, appearance, or likability, rather than objective criteria, such as performance, feedback, or competencies. Subjective impressions can be influenced by personal preferences, stereotypes, or halo effects, and they can lead to inaccurate or unfair judgments. To avoid this mistake, it is important to use valid and reliable assessment tools, such as behavioral interviews, simulations, or psychometric tests, that measure relevant leadership skills and behaviors.
I believe that the best critic of you is you. We often make subjective observations of others instead of asking that person to rank themselves in a subjective way. That's where I start. Find an objective tool and ask someone to rank themselves based on that. From there, you have a baseline to grow from.
1) Going by past performance without factoring in context 2) Not taking 360 degrees feedback about a person's leadership capabilities.
I believe assessing 3 areas is crucial. This involves utilizing objective resources like feedback from peers and subordinates, avoiding the assumption that seniority equates to effective leadership, and scrutinizing self-proclaimed effectiveness by seeking concrete evidence. Assessment tools can be a bit skewed and altruistic. 1. Disregarding input from peers and subordinates who can offer a more realistic perspective can be detrimental. 2. Seniority does not automatically imply strong leadership skills. Without the ability to influence outcomes, seniority alone may prove ineffective. Get proof. 3. Permitting leaders to self-proclaim their effectiveness can create complications without tangible evidence of their contributions.
Just looking into CV’s for technical skills and experience and having a belief that the same person may be a good leader and people manager - is something I have observed happening in more evolved organisations also This is something we need to be aware of
Relying on subjective impressions or biases rather than objective data or criteria. - Focusing on personality traits or charisma rather than behaviors or outcomes. - Overlooking the context or situation that influences the leader's performance or style. - Ignoring the feedback or perspectives of others who interact with the leader, such as peers, subordinates or customers. - Assuming that leadership skills are fixed or innate rather than dynamic or learnable.
Another common mistake made when assessing leadership skills is overlooking the context and potential of the leaders. Context refers to the situation, environment, and challenges that the leaders face, and how they adapt to them. Potential refers to the ability and willingness of the leaders to learn, grow, and improve their skills over time. Overlooking context and potential can result in missing out on hidden talents, dismissing diverse perspectives, or promoting leaders who are not ready or suitable for the role. To avoid this mistake, it is important to consider the fit between the leaders and the organizational culture, vision, and goals, and to provide feedback, coaching, and development opportunities for the leaders.
Concept Designer V a d h v a n Port | Project Solutions / Biz Viability
Leadership does not mean that the person has 360 degrees capability – it only means that they excel in certain traits which are critical or much needed by the company to upscale to the next stage. No leader is big or small as it is the canvass which allows him or her to deliver big outcome. Context is important to match the skills of the leader and the needs of the company – like a turnaround specialist may be ruthless in cost cutting – but he or she may not be suitable for a startup or a company which has high growth potential to expand.
Another common mistake made when assessing leadership skills is focusing on traits rather than behaviors. Traits are the inherent characteristics or qualities of the leaders, such as personality, intelligence, or values. Behaviors are the observable actions or responses of the leaders, such as communication, decision-making, or collaboration. Focusing on traits rather than behaviors can result in assuming that certain traits are essential or sufficient for leadership, ignoring the situational and relational aspects of leadership, or failing to recognize the impact of the leaders on others. To avoid this mistake, it is important to focus on the specific behaviors that demonstrate effective leadership in different contexts and situations, and to evaluate the results and outcomes of those behaviors.
Concept Designer V a d h v a n Port | Project Solutions / Biz Viability
To overcome the limitation of individual leadership – we have what is called collective leadership or a team called the Board of Directors which are also supported by the senior experienced staff in various functions. Companies thus give top priority to leaders who can pull the team together even if they lack in certain specific areas.
Another common mistake made when assessing leadership skills is neglecting self-assessment and feedback. Self-assessment is the process of reflecting on one's own strengths, weaknesses, and areas for improvement as a leader. Feedback is the information or opinions that one receives from others, such as peers, subordinates, or superiors, about one's leadership performance and behavior. Neglecting self-assessment and feedback can result in a lack of self-awareness, overconfidence, or blind spots as a leader. To avoid this mistake, it is important to encourage and facilitate self-assessment and feedback for the leaders, using tools such as self-reports, 360-degree feedback, or coaching sessions.
Another common mistake made when assessing leadership skills is applying a one-size-fits-all approach. This means using the same criteria, standards, or expectations for all leaders, regardless of their level, role, or style. Applying a one-size-fits-all approach can result in ignoring the diversity, complexity, and dynamism of leadership, imposing unrealistic or irrelevant demands on the leaders, or overlooking the unique contributions and value of each leader. To avoid this mistake, it is important to tailor the assessment process to the specific context, purpose, and needs of each leader, using a variety of methods, sources, and perspectives.
The last common mistake made when assessing leadership skills is forgetting the purpose and goals of the assessment. The purpose and goals refer to the reasons and objectives for conducting the assessment, such as selection, development, or evaluation. Forgetting the purpose and goals can result in a lack of clarity, direction, or alignment for the assessment, wasting time, resources, or opportunities, or creating confusion, frustration, or dissatisfaction for the leaders and the assessors. To avoid this mistake, it is important to define and communicate the purpose and goals of the assessment clearly and explicitly, and to align them with the organizational strategy, culture, and values.
In my experience, the goal of leadership is to always be servant minded. How can you help, what can you do, what do you need type questions. You’re there to lead a team and drive results. Crossing the finish line together is important for you as well as your team.
Leadership is that catalyst analyst who gives you enough reasons to persist as an optimist when leadership found caught up often in past that becomes organization future as last merry go rounds. It's drawing sketch of how does future looks like visualising now enabling world to act more influence how about if we give it a try might help everyone go for that glide trust you are enjoying the free intellectual rides ? It's like treating opportunities as you meet grooms & brides to celebrate despite of long wait turning them into game changing organization to Nations pride with clear slates helping everyone to put foot notes autograph that personal touch to glorifying their journeys to write organisational stories ? Ready get set Glide ?
Leadership assessment can be flawed by many mistakes, such as confirmation bias, lack of standardization, ignoring diversity, excluding stakeholders' input, short-term focus, breaching confidentiality, neglecting feedback, overemphasizing technical skills, rushing assessments, disregarding ethics, failing to consider external factors, and not adapting to changing circumstances. To avoid these mistakes, assessors need a holistic, unbiased, and adaptable approach that follows ethical and professional standards.