The Essential Role of Assessments in Effective Leadership Development 3 minute read Written by Shawn Bakker, Psychologist Leadership development efforts often fail because they do not address the multi-faceted and contextual nature of leadership – they fail because they approach leadership development as a linear process, one where training modules are implemented using a paint-by-numbers approach, hoping that the final result is a “developed” leader. Common Pitfalls in Leadership Development Many organizations fall into the following traps: Treating Leadership Development as a Product: Relying solely on the latest tools or leadership models without considering the unique context of their organization. Overly Directive Programs: Focusing on areas dictated by the organization rather than addressing the needs of individual leaders. Misalignment with Strategic Goals: Implementing programs that don’t resonate with the organization’s objectives or the leaders’ needs. A Holistic Approach to Leadership Development Effective leadership development examines the connections between the individual leader and the organization they work for, and the responsibilities of both. Byron Hanson has developed a leadership development interface that provides a valuable systems approach to building a program that is beneficial to both the individual leader and the organization. This interface presents a “whole system” approach to helping leaders and organizations plan, engage in and evaluate their developmental efforts. I have simplified his description for this post, but it boils down to ensuring alignment between four things: Self-Reflection and Discovery: A leader needs to consider their fundamental values and beliefs, personality and character, and leadership vision and goals. Learning & Development: A developing leader requires learning opportunities to understand and acquire the skills and behaviours that are necessary for effective leadership. Practice: Leaders need the organization to provide opportunities and resources that allow them to exercise their emerging leadership skills, and stretch their behavioural repertoire in ways that are real and have a purpose that is linked to organizational performance. Feedback: Through formal and informal feedback channels an organization needs to provide leaders with feedback on how they are doing in a constructive and enabling way. The Role of Assessments in Leadership Development Assessments can play an important role in the self-reflection and feedback areas of leadership development – tools such as the MBTI instrument are incredibly valuable for helping leaders to examine their leadership style, motivators, and goals. Also, 360° assessments can provide effective multi-source feedback. However, neither option addresses the practice or educational elements that are required for effective leadership development. Is Your Leadership Development Program Comprehensive? Consider the following questions: Do your leadership development initiatives address all four critical areas: self-reflection, learning, feedback, and practice? Are these components aligned to support the multifaceted nature of leadership development within your organization? If you find gaps, Byron Hanson’s interface may guide you toward a more effective leadership development strategy. Unlocking Leadership Potential for Organizational Success In today’s dynamic business landscape, effective leadership development is not just a checkbox but a strategic necessity. By utilizing assessments and fostering a holistic approach, organizations can cultivate capable leaders who drive success. Questions / Comments? Ask an expert! Reference: Hanson, B. (2012). The leadership development interface: Aligning leaders and organizations toward more effective leadership learning
