MEASUREMENT OF LEADERSHIP

Leadership Measurement is a
comprehensive procedure to identify and
assess an individual’s capabilities as
Meaning they involve in influencing, leading, and
directing its subordinates.
1. Measuring Leadership Competencies & Skills.
2. Measuring Leadership Performance.
3. Measuring effectiveness of Leadership Development
program.
  Leadership competencies and skills oil the
wheels of organizational progress and success.

 some leadership competencies and skills are

MEASURING
LEADERSHIP essential in most firms. Every leader should
COMPETENCIES & have their own set of leadership attributes
SKILLS
depending on organizational objectives and
work culture.


 It implies the ability and knowledge of
individuals in a specific domain. Thus
Technical Skills
directing how well they can perform their
practical tasks or duties.
 A leader’s ability to effectively
communicate and empathize with its
subordinate and having a respectful
Non-Technical
Skills relationship will make them stand in good
positions.


 Teamwork skills are the ability to
coherently work with others during
Team Skills meetings, conferences, collaborations, etc.


 Operational skills refer to the planning,
organizing, and analytical ability of
leaders. A leader has the quick responsive
Operational
Skills quality to understand employees’,
customers’ requirements promptly.


 Strategic thinking skill differentiates
leaders from other individuals of the
Strategic
organization. It is the long-term vision of
Thinking Skills
a leader- simply means where they want
to be and how they achieve it.
 Personal Skill is rooted in a leader’s core
personality, which includes its qualities,
behaviours, emotional traits, etc. A leader
has the innate quality of taking great
Personal Skills
responsibilities and steers exceptional
performance results. A powerful leader is
accompanied by higher self-confidence &
have a positive outlook on every problem.
 Evaluating the performance of leadership
is a task full of challenges and significant
2. MEASURING time investment.
LEADERSHIP
PERFORMANCE  A good measurement of Leadership
Performance clearly defines the
organization’s regulation, and realizes
the requirements for future goals.
  Organizations have to pre-planned the period
Pre- and the time of leadership evaluation. Thus
mapping out the timeline and the process of
Planning The evaluation structure. Moreover, this will specify
Structure the factors to be considered, the needs to be
answered and the problems to be solved.
  Feedback surveys are a simple yet extensive
Feedback method to evaluate leadership. The top
leadership evaluation should involve the
Surveys subordinates, employees, or those who lead for
an effective process.
 The next task is analyzing the data and
transforming it into a model to get
informative insights and conclusions.

Data Analysis Additionally, it further involves the

interpretation of the results of leadership
in the most accurate & precise way in the
form of graphs, charts, or tables.
 To have a great value from this survey, the
key activity should be to employ a free
organizational atmosphere for
Fostering Frank
expressing ideas and suggestions. Thus,
Communication
ensuring a concurrent decision-making
activity with active participation from
all.
 Measuring leadership isn’t limited to mere
assessment. The next mandatory activity
which is often overlooked is to have a
Communicating dialogue about the company’s
About Results expectations with the individual.
& Expectations
 For avoiding the feelings of overwhelm, a
consultant should help the individual in
understanding the results clearly.
 MEASURING
EFFECTIVENESS Donald Kirkpatrick has identified the 4
OF LEADERSHIP levels to evaluate the effectiveness of
DEVELOPMENT
leadership development programs.
PROGRAM
 The focus here is to gauge the satisfaction
of the program. Participants should be
Reaction
offered an assessment to understand the
relevance of the program for them.
 It is to assess whether learners have
gained the required knowledge and
skills. Are their skills upgraded? Will they
Learning be able to handle new tasks that will
require those skills? etc.
 The program proves to be successful
when its learnings are integrated with
on-job tasks. So, it can be done through
Behaviour surveys from the team members- to
review if there is any upgradation in the
routine course of action in leaders.
 To examine if the benefits exceed the
costs? Are the leaders able to pick up the
required skills and knowledge? Will they
be able to manage new responsibilities for
Results
future company goals etc.