The advantages of Self-Assessment in regards to leadership.
As a leader in the form of a director, manager or team supervisor in today’s economical environment, you will start feeling the pressure and stress slowly but surely to build up at work and you won’t be able to put your finger on it, until something happens that will test your leadership abilities and will change your leadership style forever. This is then called a crucible.
“Everyone is tested by life, but only a few extract strength and wisdom from most trying experiences. They’re the ones we call leader”-Warren G Bennis and Robert J Thomas: HBR at large – Crucibles of Leadership.
A crucible has a religious meaning to it; it basically means a test or an event where there is a final decision or verdict. For example, Sidney Harman (Warren G Bennis and Robert J Thomas: HBR at large – Crucibles of Leadership), he is the co founder of Harman Kardon and the president of an experimental college. He encountered his crucible when “all hell broke loose” in one of his factories. After supervisors postponed a scheduled break because the siren didn’t go off, workers rebelled. One worker announced that he didn’t work for NO buzzer. To Harman, this refusal to bow to management’s sense less rule suggested an interesting connection between education and business. Pioneering participative management, Harmon transformed his plant into a kind of campus, offering classes and encouraging dissent. An event like this will force you into an intense self-reflection and transformation that accompany crucible experiences. It will let you start self-evaluating and self-assessing your leadership skills.
There are tools/instruments available to self-evaluate or self-assess your leadership skills. All of these self-assessment instruments have a similar purpose.
Self-evaluate or self-assess Instruments.
One of these self-evaluate or self-assess instruments is the well-known Reflected Best Self (RBS) (HBR, How to Play to Your Strengths, p.2). The RBS instrument allows managers and directors to develop an awareness of their employees/colleagues full potential. You know that you will respond better to praise than to nastiness (Faint Praise: The Plight of Book Reviewing in America, University of Missouri Press, 2007). If the RBS is used correctly, this exercise can help you connect to the unfamiliar and unexplored area of potential (HBR, Managing Yourself, 2005). If companies were to focus on the good traits of their employees, net profits will increase and the individual will uplift his performance at work.
Other self-evaluate or self-assessment instruments are the 360° Leadership Assessment, i.e. The Personality Audit, Leadership Archetype Questionnaire, Inner Theatre Inventory and the Organizational Culture Audit. These four instruments form the 360° Leadership Assessment instrument that was develop by Kets de Vries and his research team at The Raoul de Vitry d'Avaucourt Chaired Clinical Professor of Leadership Development at INSEAD. The 360° Leadership Assessment will give you a well-formed view of your leadership style, that is areas where you can better yourself.
These examples of self-evaluate or self-assessment instruments mentioned above is to name a few. Today you will find a lot of self-evaluate or self-assess instruments created, based on intensive research, by universities and leadership development consulting firms all around the world. Here is some more self-evaluate or self-assessment instruments or tools available and are widely used today around the world.
• Myers-Briggs Type Indicator – Myers, Isabel Briggs with Peter B. Myers (1980, 1995). “Gifts Differing: Understanding Personality Type”.
• VIA (Values in Action) – Peterson & Seligman. (2004). “Character strengths and virtues: a handbook and classification”.
• Big 5 (Five Factor Model) - Costa, P.T., Jr. & McCrae, R.R. (1992). “Revised NEO...