“LEADS”: Leadership Enhancement And Development System

1. “LEADS”: Leadership Enhancement And Development System

2. For once, it’s all about YOU.

3. LEADS is… • Designed to identify leadership traits and potential • Intended as a professional development resource • Comprised of feedback from a variety of observers(a “360-degree multi-rater assessment”) • Confidential • LEADS is not a performance evaluation

4. Participation is voluntary for both raters and participants Participants complete a self-assessment Observers do not have to be associated with Mizzou If participant elects to do so, they can repeat their assessment over time

5. Getting Started http://hrs.missouri.edu/training

6. Getting Started

7. LEADS Roles

8. LEADS: Rater Types

9. LEADS Enrollment

10. Enrollment Email Participant receives email (shown below) asking him/her to click on a link to invite the raters.

11. Identifying Your “Raters” Participant identifies each rater, designates their relationship and enters their email address. (The email address does not have to be a University account.)

12. Inviting Your “Raters”

13. Beginning Your Self-Assessment Participant is sent an email inviting them to complete a confidential self-assessment. Participants are allotted two weeks to complete this assessment.

14. Self-Assessment

15. Self-Assessment Each question set area closes with an “open-ended” response opportunity to enter comments about the area being rated for the participant.

16. Raters’ Process Raters receive an email (shown below) indicating that they have been identified as someone who can help the participant better understand his/her leadership qualities. A link is provided for the survey and if raters choose to participate they are given two weeks to complete the questionnaire.

17. Raters: Accept or Decline Invitation Raters will have the opportunity to participate in the survey or decline to participate.

18. Rater’s Assessment

19. Confidentiality/Anonymity All rater responses are anonymousThree raters in each category are strongly encouragedThere are exceptions, i.e., Supervisor & Mentor

20. Rater’s Assessment As in the self-assessment, each section concludes with an opportunity for comments. The LEADS results report will include all comments provided for the participant’s review (identities will be anonymous except in cases where the group contains only one possibility [supervisor, for example]).

21. Question Categories Personal Qualities/CharacteristicsCompetencies – Skills, Knowledge and AbilitiesOrganizational EffectivenessTeamwork & CollaborationCustomer ServiceTransformational Change Management

22. Values and Scales Rating scales offered in the question series: Not Applicable

23. Values and Scales

24. Leadership Profile Results Reports LEADS LEADERSHIP ENHANCEMENT AND DEVELOPMENT SYSTEM LEADERSHIP PROFILE REPORT May 29, 2009

25. Results Reports: Overview of Output

26. Values and Scales For purposes of analysis, these ratings are converted into numeric values so that further calculations may be performed. These can be useful in identifying opportunities for development or utilization of strengths.

27. Output example Numeric averages by question area and rating group Strengths = scores >80 Areas for development = scores <50

28. Output example Average scores, bar chart format

29. Comparisons Display of participant’s “self score” and combined scores of all other raters.

30. Comparisons Some items will reflect a harsher “self” score than the ratings received from observers It is realistic to see some items scored in the lower end of the scale Strengths = scores >80 Areas for development = scores <50

31. Comparisons Others will reveal areas perceived as strengths by the participant, but may actually be an opportunity for development

32. Comparisons: “Dissonance” Scores Areas of strong difference are sorted in order to highlight particular items on which the viewpoint of the participant and that of their raters was especially divergent.

33. Reflection time…. QUESTIONS TO CONSIDER:

34. Where were you surprised the most? What did you already know?

35. Identify your areas for development(ratings approaching or below 50 = “less than occasionally”) Which items reflected the biggest difference between your own ratings and those of others around you? Are the areas for development different from what you expected?

36. LEADS Advisors: A Coaching Resource helpful to have a professional “third party” review the results of the assessment (positive and negative feedback)

37. The Coaching Model • Conduct an assessment (LEADS) • Establish principles of the coaching relationship • Debrief the results • Develop action plan/personal development plan • Implement action plan • Assess results

38. LEADS Advisors: A Coaching Resource • May also assist participants in developing strategies to identify or improve areas revealed in the LEADS assessment. • The LEADS advisor is aware of other campus resources that are available to support participants. • All meetings with the LEADS advisor are confidential.

39. LEADS http://hrs.missouri.edu/training