360-degree Look at Me
The Leadership Effectiveness Inventory
(LEI)
Presented by
Kimberly Robinson
Agenda
•
Introduce the Leadership Effectiveness Inventory
•
Review the Executive Core Competencies
•
LEI Interpretation
•
Sally Sample
•
Receive Personal LEI Feedback and target areas for growth
•
Tools for interpretation
The Leadership Effectiveness Inventory
(LEI)
 The LEI 360 assessment tool is built on the 28 competencies under
the Five Executive Core Qualifications
 The report provides feedback from those that work around the
participant (self, supervisor, peers and direct reports)
 The design is a bi-level gap analysis, measuring:
 What is required of the job
 What is the current level of competency
 LEI provides a safe platform for providing feedback
 A 360 is non-threatening
 A 360 presents statistics rather than emotions
 The assessment is intended to be used as a tool for personal and
professional development
Value to the Individual
 Identifies strengths
 Identifies developmental needs
 Broadens perspective of self
 Helps to more clearly define one’s role as a leader
 Balances one’s perspective and others in a non-performance based
setting
 Serves as a tool for a conversation with the supervisor
 Serves as a foundation for creating a developmental plan for
personal and professional growth
 Involves peers, direct reports, and supervisors, thus bringing global
attention to the importance of developmental effort
Value to the organization
 Serves as an investment to the employee and organization
 Provides a platform for open discussions
 Encourages the organization to foster a more receptive
environment, placing an emphasis on continual learning and
development.
 Identifies specific needs for organization-wide training
 Identifies potential hiring needs
 Helps guide the organization to develop training for succession
planning
What makes a 360 successful…
 Open communication of purpose and process
 Ensure confidentiality
 Senior leaders are participants or openly onboard
 Organizational support
 Supervisor buy-in (or participation)
 Good communication
 Tying the plan to the organizational goals
 Not a one time event
 Not delivered during organizational stress
 Not delivered during performance evaluations
Process for GROUPS Participation
•
A pre-briefing is scheduled to advise participants of the purpose of conducting the 360
assessment. Details of the process are shared. A timeline is established.
•
Organization provides a list of names and email addresses of participants to the Graduate School
•
Electronic invitations are sent to the participant
•
The participant invites others (raters) to complete the LEI on his/her behalf
•
The LEI report is generated
•
A group interpretation session takes place using Sally Sample to understand the report
•
Individual reports are delivered
•
Reflection and coaching
•
Planning for growth and development
•
Ongoing coaching
•
Group reporting is made available to the organization
•
Follow-up and celebrating success
Pre-Briefing
•
Define a 360 assessment and discuss why the LEI was selected
•
Discuss the importance of Feedback
•
Provide a complete description of the process
•
Establish a timeline
•
Discuss how to select raters and create a list of names and email addresses
•
Encourage participants to send a note to the selected raters prior to the invitation
being distributed
•
Assure participants of the confidentiality of the responses and the report
•
Automatic reminders are sent to raters via email
•
Questions are addressed
Differing Perceptions
360-Degree Feedback
Supervisor
Self
SELF
Direct Reports
Peers
WHAT IS A COMPETENCY?
A competency is a set of skills,
behaviors, or attributes that can be
observed and measured.
Executive Core
Qualifications
28
86
LEI is made up of 86 leadership tasks, activities,
attitudes and behaviors
Each of the 86 behaviors is linked to a competency
COMPETENCY
BEHAVIOR
 Anticipates and defuses
conflict situations.
Conflict
Management
 Manages conflicts and
disagreements in a
constructive manner.
 Addresses formal and
informal complaints from
employees.
REQUIRED Proficiency
What level of
proficiency does
the JOB require?
(Regardless of who is
in the job)
CURRENT Proficiency
What level of
proficiency does the
person possess?
(Based on what the
respondent perceives)
Anticipates and defuses
conflict situations
5
4
3
2
1
D
—
—
—
—
—
—
Very High Proficiency
High Proficiency
Moderate Proficiency
Low Proficiency
No Proficiency
Don’t Know
Understanding
Negative Gaps
Competency: Flexibility
Behavior
Adapts behavior and work methods in
response to new information, changing
conditions, unexpected obstacles, or
ambiguity.
Required
Current
4.2
4.0
GAP
-0.2
Understanding
Positive Gaps
Competency: Integrity/Honesty
Behavior
Models honesty and trust
Required Current
4.4
4.8
GAP
0.4
Sample LEI Report
Self - perceptions….
THE RECEIVER OF THE
FEEDBACK IS IN TOTAL
CONTROL OF THE
SITUATION.
Sharing strengths…
Sharing areas for growth….
Develop a plan for growth
Identify 3-5 competencies and/or behaviors to be strengthened
For each competency and/or behavior, select related activities to
enhance performance and measure success
Activities might include:
•
•
•
•
•
•
•
•
•
Developmental, rotational or temporary assignments
Readings
Self study
Formal training (classes, workshops, seminars, etc.)
Higher education
Shadowing leaders in the organization
Volunteering for assignments
Joining committees or teams outside the usual work requirements
Soliciting feedback
Developmental Suggestions Guide
25
Next Steps…………….
STEP 1
STEP 2
STEP 3
STEP 4
STEP 5
STEP 6
Revisit the report and clarify any questions or
concerns
Receive input from others
Consider other sources
Select 3-5 behaviors or areas of growth to
focus on for development
Create a written plan with specific tasks to
measure and a timeline
Share the plan with others
Measure successes and celebrate
Feedback….
Administration of the LEI
The Graduate School USA serves as the administrator of the LEI report to
include:
•
Contracting for all LEI services
•
Distributing electronic invitations
•
Oversight of the rater process
•
Maintaining the participant and group database
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Providing status of completion reports to client
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Delivery of electronic LEI reports to the client
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Delivery of requested Group Reports to the client
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Providing ECQ Cards and Developmental Suggestions Guidebook
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Certified LEI Trainers
Graduate School USA - Point of Contacts
Tracie Madden
tracie.madden@graduateschool.edu
202 314-3665
Kimberly Robinson
kimberly.robinson@graduateschool.edu
202 314-3581
Q&A