The modern business world is getting more competitive than ever before…
There are many challenges that managers face on a daily basis, and it’s important to know how to lead effectively in order for businesses to be successful.
Leadership assessment tools can help leaders evaluate their strengths and weaknesses so they can make necessary improvements.
The following article will provide you with information about what these assessments as well as some tips on how to use them most effectively.
Read on for more!
A leadership assessment tool is a reliable and systematic way to measure the abilities of top and mid-level managers as well as benchmarking their skills against those on the market.
1. SurveySparrow’s 360 Degree Feedback
SurveySparrow’s 360-degree feedback tool promises to allow managers and leaders to collect data on how employees work, as well as their strengths and weaknesses.
Also, this can be used for an analysis of the manager’s personality within a company.
SurveySparrow’s unique survey software boasts features such as anonymity for participants to provide honest responses about how they work with you every day, which will speed up this process.
2. Saville Assessment
For many years, Saville Assessment has been a leader in crafting both aptitude and personality tests.
The former covers verbal, numerical, spatial among several other abilities while the latter assesses your preferred workplace behaviors such as being detail-oriented or collaborative.
3. Gallup Strengthsfinder
Rather than focusing on weaknesses, Gallup Strengthsfinder is a leadership assessment tool that focuses predominantly on strengths.
As a result, this method might create more positive mindsets in which employees feel motivated and engaged.
Ultimately, this can lead to higher morale compared with discussing all the employee’s flaws or shortcomings.
4. Myers-Briggs Type Indicator (MBTI)
The Myers-Briggs Type Indicator (MBTI) is a personality assessment tool that has been around for over 50 years.
It divides everyone into one of 16 different personality types, these are represented by a combination of four letters:
Extroverted (E) – Introverted (I)
Sensing (S) – Intuition
Thinking (T) – Feeling (F)
Judging (J) – Perceiving (P)
DISC is a simplified and intuitive leadership assessment tool.
It’s quick, easy to use with large groups of people, and unlike other similar tools; the focus isn’t on what you prefer but rather your observable behavior patterns.
More advanced versions will ask if different behaviors occur at home or work as well!
The Enneagram is a unique assessment that groups people’s traits and behavior into 81 different categories.
Up until now, you were introduced to tests that take into account surface-level behaviors.
However, the Enneagram goes deeper than this by assessing your personality type!
7. USC’s Leadership Style Self-Assessment
Your self-assessment determines what kind of a leader you are.
The USC’s Leadership Style Self -Assessment is based on this simple idea and shares with you your leadership style, the traits that will help to bring out the best in yourself and team members when everyone’s perception about their own behavior matches exactly!
8. The IHHP Emotional Intelligence (EQ & Performing Under Pressure Assessment)
A new leadership assessment test created by the Institute for Health and Human Potential tests two aspects of a person’s performance as a leader.
The Emotional Intelligence/Quotient (EQ) is one aspect, which is tested through an independent exam given to each candidate separately.
Another part that makes up this test analyzes how well they perform under pressure when compared with others who take it at the same time in order to find out if their first attempt was just luck or not on taking important decisions while managing stressful situations.
9. MindTools Leadership Skills Assessment
The MindTools Leadership Skills Assessment is a questionnaire that consists of 18 questions, inquiring about your different actions and instances in your professional life.
In addition, the assessment details if you are already at the best version of yourself or there’s room for improvement.
10. Princenton MCG Leadership Blind Spot Assessment
Not only did Princeton MCG create an incredibly comprehensive survey to help leaders identify their strengths and weaknesses, but they also provide advice on management for short-term objectives.
Their ultimate goal is to build long-term competitive edges in the process of helping leaders achieve short-term goals.
The most common leadership assessments measure the 4 pillars of leadership:
Our top ten Leadership Assessment Tools for 2021 will help you identify and develop your leadership skills.
With these tools in hand, you can quickly and easily assess the areas that need more attention or development and then set goals to improve them.
Words are powerful and can have a long-lasting effect on people…
Leaders are responsible for employee engagement, for setting goals, giving feedback and reinforce positive feedbacks.
Therefore, leaders have to be careful of the words that come out their mouth.
On one hand, they can say annoying things from time to time.
On the other hand, it’s not always easy to find the right thing to say.
Wondering what are the most annoying things that leaders usually say?
1. “It’s my way or the high way!”
Leaders who want everything they way tend to hire talented individuals to do the job but don’t trust them to do so or don’t give them the opportunity to exercise their expertise. By doing so, their team gradually lose confidence and morale.
2. “You’re wrong” or “Why didn’t you do this instead?”
There is more than one solution to a problem and there is more than one way than doing things.
3. “It’s none of your business” or “Stay in your lane”
Leaders who pull rank or hold back information try to retain power as much as they can and wish to establish a certain distance between themselves and their team.
4. “Let me finish…” or Interrupt people while the are talking…
It is important for leaders to actively listen before they speak and to value their team’s knowledge.
5. “I don’t pay you to think!”
By saying that, leaders reduce their team members to mere tools or objects.
6. “I’m not going to do your job for you”
Team members usually come to leaders for advice and reassurance but don’t require those same leaders to do their job for them.
7. “Don’t waste my time”
Time is indeed a precious commodity but by saying that leaders impeded their team from suggesting innovative ideas.
8. “I don’t have time right now”
Leaders are definitely busy bodies but they make time for what is important.
9. “That’s not important…”
This statement has a tendency of devaluing team members.
10. “I don’t care” or “That’s not my problem”
Helping team members find solutions to problems is part of the job description of leaders.
11. “You are not as good as you think” or “You are lucky to even be here”
If a leader needs to remind a team member how great his or her job is then it is not that great to begin with.
12. “We have always done it that way”
Through that statement, leaders emphasize that there is no room for improvement or innovation.
Last words of advice!
When you have said a few annoying things, you can always recover by:
Being aware of your words.
Observing the impact of your words
Admitting your mistakes.
Calmly explaining yourself.
Letting go and moving on.
Hope that I’ve helped you get it together on your way to leadership!
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On one hand, alpha women are all we see in the media world today. Alpha women are presumably in control, career driven and are not as lovable as beta women. They are either difficult, evil or unhappy.
On the other hand, beta women are supposedly not career-driven. They would use their job to fill a void until a man comes along to improve their lives.
In reality, beta women are not necessarily timid or introverted. They just don’t push their own agenda, intend to fit in at work and bypass their own ego. They also tend to reserve their opinion for themselves, give constructive criticism, and take time to make decisions. In addition, they are emotionally intelligent, flexible, pragmatic and are able to work with different personality types.
Most of the time, if the male counterparts watch these movies or conform to popular beliefs and if women don’t exhibit leadership traits as seen on TV, then they don’t believe that women possess any leadership traits.
Furthermore, according to recent studies, alpha women who participate in meetings are seen as dominating when being dominating is a key component in alpha men leadership style. Beta men who are relaxed leaders are seen positively whereas beta women who exhibit the same trait are not even seen as leaders.
To overcome these biases, popular culture needs to be updated.
2. Success for women in the workplace
As hard as it is to quantify success, both women and men generally get confused about what success really looks like.
Often, a job and the level of success are directly related to a personality even though the personality doesn’t do the job.
Women generally set the bar too high for themselves and are unable to emulate the standard of perfection. For instance, successful women are expected to be in charge of the room, of the conversation and meetings.
Moreover, the only two women in the workplace are usually pitted against each other because men decided that there can only be one successful woman in the room.
Understand what success actually looks like and take steps towards success.
Watch their presentation, protect their identity and don’t let their workplace define them.
Check the standards set by employers, themselves and others.
Beat to the sound of their own drum.
Stay authentic. Authenticity allows you to retain a sense of self. Authenticity has allowed many people to achieve success and connect with others.
Take time to do nothing and don’t spread themselves thin.
Quiet Girls Can Run the World : Owning Your Power When You’re Not the “Alpha” in the Room by Rebecca Holman is exploring the various ways that women can deal with different types of environments without compromising their sense of self.
The roles of women in the workplace lack so much nuance. Rebecca Holman is attempting to figure out if beta women can be as successful as alpha women in the workplace by comparing the traits of alpha and beta women without placing one above the other.
Quiet Girls Can Run the World : Owning Your Power When You’re Not the “Alpha” in the Room is also a hilarious guide on how to embrace who you are, how to find out what works for you without faking it, how to navigate office politics, various bosses without suppressing your identity, ambitions, needs and wants.
Being an alpha or beta leaders does not matter. What really matters is that you get to know yourself and what works for you.
Let me know below what you think about this book!
Success at work only looks one way. And a successful woman? She’s shouting louder than everyone else in the room. She’s stubborn and argumentative because these are signs that she’s passionate about the project at hand and cares about its success above all else. Ergo, she’s good at her job.
“the media is selling the idea that girls’ and women’s value lies in their youth, beauty, and sexuality and not in their capacity as leaders. Boys learn that their success is tied to dominance, power, and aggression. We must value people as whole human beings, not gendered stereotypes.”
It matters because women’s voices simply aren’t being heard on their own terms. Numerous studies have shown that women are interrupted far more often in meetings than men, as well as in the classroom—as a 2004 study from Harvard Law School demonstrated. And, according to a study by Princeton and Brigham Young University, if women talk 25–50 percent of the time in a professional meeting, they are seen as “dominating the conversation.
Similarly, studies show that while men in leadership positions are seen in a positive light when they demonstrate traditionally Alpha leadership traits (such as being decisive, dominating the conversation, being dogged and dogmatic in the pursuit of goals), women who demonstrate traditional Alpha leadership traits are viewed negatively by both men and women. And while men who have a more relaxed or Beta style of management are still seen in a positive light, female Beta managers aren’t considered at all—because Beta women can’t be managers. But why are we so unwilling to compare the relative merits of different personality types in female managers?
[…] our view of what a good leader looks like is limited, which can leave women feeling boxed in.
“Because, actually, if you’re looking at this volatile, complex, ambiguous world, where everything is so unpredictable, the only thing you can do is work on yourself and your own resilience to be able to cope and keep up and roll with the punches.”
How do you show the world how Alpha you are? You talk a lot and criticize everyone else. It’s a ruse as old as time (probably) and, often, it works. Most people are busy dealing with their own stuff, so they tend to assume that if people are busy dealing with their own stuff, so they tend to assume that if someone is vocal, self-assured, and sounds knowledgeable (read: has a loud voice), they must know what they’re talking about.
It’s hard to realize when you’re in an office environment that has a steep, sometimes toxic hierarchy how much time people spend trying to shore up their own positions, rather than focusing on the task at hand. When you grasp that the vast majority of office interactions are nothing to do with you, it can feel incredibly freeing.
And always remember the golden rule of office politics, which will stand you in good stead through most work crises: it’s not you, it’s them.
You just know as a black girl that you’re not allowed to be outspoken, you just know. When I had my first job, I worked for a magazine and I learned very quickly that the girls that were my age who were white were allowed to speak out. But when I did the same, there would be a throwaway comment like, ‘You don’t need to have that attitude.’ That was when I was twenty-one and I just learned very quickly that I’m not allowed to have the same sort of opinion as my white female counterparts.”
In addition, they teach people how to be successful and how to take risks.
12. Rally everyone around a common goal
13. Embrace change and use it to your benefit
14. Infuse your vision into the culture
15. Be quick to recognize opportunities and challenges
16. Have a greater sense of purpose
17. Learn to make sound and ethical decisions
18. Avoid following conventional wisdom
19. Always plan and focus on the most important priorities
20. Be passionate about what you do and have fun when you do it
21. Learn continually
Leaders continually ask questions. Most leaders learn to be good learners by working for good leaders.
22. Practice, practice, practice
Leaders can be trained and find ways to practice their skills on a daily.
23. Be open to feedback
Leaders stay on the brink of innovation and know how to articulate their ideas.
25. Rely on core values
Leaders have strong sets of core values that are the organization mission statement, set the standard, set the premise for all processes and sip into the culture.
Leadership Secrets of the World’s Most Successful CEOs by Eric Yaverbaum is a self-help book that gathers the experience of successful CEOs and that shares invaluable leadership lessons.
There are many characteristics that make leaders be great such as authenticity, honesty and kindness. In Leadership Secrets of the World’s Most Successful CEOs, Eric Yaverbaum essentially states that great leaders can be trained.
According to him, leaders are people who generally have a multitude of skills but who are mostly service-oriented and people-oriented.
Indeed, every advice and leadership strategy is aimed to develop the steadiest and most effective leader. Every advice and leadership startegy is geared towards employee well-being and relationship building.
Leaders are not self-centered. They must always be focused on how they make other people feel and how they can move them towards a unique and common goal.
Let me know below what you think about this book!
There’s an old saying: “Give a man a fish, feed him for a day; teach a man to fish, feed him for a lifetime”.
There are so many characteristics that make a person a good leader: a leader should be authentic, a listener, stand for values, lead by example, be honest, provide direction, and—most important—be daring, take risks, and develop and empower others. This combination of techniques is what makes a true leader.
If you are not a “born leader”, you can develop your leadership abilities through training and experience