Matakuliah
Tahun
: L0244 – Psikologi Kepemimpinan
: 2010
Assessing Leadership and Measuring
Its Effects
Pertemuan 1
Practice-Research Gap
• The gap between what researchers know about
predicting and evaluating leadership effectiveness
and the techniques actually used by organizations
to hire, evaluate, and promote leaders.
• This gap has a profound impact on the quality of
people in leadership positions today.
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Managerial Incompetence
• Despite the pervasiveness of leadership, the base rate of
managerial incompetence may be somewhere between 50 –
75 percent.
• The Dr Gordy test is one way to determine the level of
incompetence among leaders.
• Effective leaders are individuals who are good at building
teams and getting results.
• Most people in leadership positions get paid to get results,
and they get results by building teams.
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Managerial Incompetence
(continued)
• Managers can be categorized as being:
–
–
–
–
Competent Managers
Results Only Managers
Cheerleaders
In Name Only Managers
• Research shows that organizations having higher
number of Competent Managers occupying critical
positions are more successful than those without.
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The Two Dimensions of Managerial
Incompetence
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Need for Leadership Talent Management
• The biggest source of worry for organizations
anywhere is the lack of high quality leadership
talent.
• Three critical ingredients most looked for in persons
in positions of authority include:
– Problem solving and sound decision making abilities.
– Local/functional know-how.
– Ability to get things done through others.
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Need for Leadership Talent Management
(continued)
• Several factors contribute to the shortfall in managerial
incompetence:
–
–
–
–
Demographics
Lack of employee loyalty
Lack of good systems to identify and develop leadership talent
Technology
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Leadership Talent Management
• Leadership talent management system: Consists of
those processes and procedures organizations use
to hire, develop, evaluate, reward, promote, and
retain its leaders.
• Research has shown that good talent management
systems can have a profound impact on
organizational effectiveness and success.
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Steps Involved in Leadership Talent
Management (continued)
• Clarify the organization’s strategy for the future.
• Identify what are or will be the critical leadership positions
in the organization.
• Develop a competency model for the critical leadership
positions.
• Ensure the organization’s recruiting and selection processes
are identifying, hiring, developing, rewarding, and promoting
the right candidates.
• Adopt valid and well-researched processes for hiring,
developing, and promoting leadership talent.
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Assessing Leadership Potential
• It is fundamentally concerned with predicting who
will or will not be an effective leader before they
have been placed into a position.
– Accurately predicting managerial effectiveness is critically
important but not at all straightforward.
• Research has systematically determined which
leadership assessment techniques yield more valid
and accurate predictions than other techniques.
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Typical Correlations between Different Assessment
Techniques and Job Performance in the United States
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Best Practices in Assessing Leadership Potential
• Research shows that by developing a competency model,
one can clearly define the skills and attributes required
in the right candidate.
• The best candidate would be the person with the most, if
not all, of those skills and attributes.
• The multiple hurdles approach is the most cost-effective
and valid way to identify the best candidate from the
applicant pool.
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Example of a mid-level leadership
competency model
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Multiple Hurdles Approach
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Multiple Hurdles Approach (continued)
• Use most inexpensive assessment techniques first.
• Use Internet or paper-and-pencil measures of leadership
potential.
• Interview the remaining talent pool.
– Structured interviews
– Unstructured interviews
• Put the top three candidates through an assessment center.
– In-Basket exercises
– Role plays
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Making Sense of the Process
• Many times, having a clearly defined competency
model, a biographical form, and structural interview
questions linked to the model will suffice.
• Research is the only way to determine which
assessment techniques are the most valid for which
leadership positions.
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Measuring the Effects of Leadership
• Just as various techniques are used to assess leaders, there
are also various ways to measure their effects on
subordinates and organizations.
– When judging, the consequences of leader behaviors are
examined, than the behaviors per se.
• Commonly used measures to judge successful and
unsuccessful leaders include:
– Superiors’ effectiveness and performance ratings
– Subordinates’ ratings of their job satisfaction and morale or of
their leader’s effectiveness
– Unit performance indices
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Common Measures of Successful and
Unsuccessful Leadership
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Best Practices in Measuring Leadership Success
• Ratings by superiors and subordinates generally yield useful
information about a leader’s effectiveness.
• Multiple measures often yield the best information about
leadership success.
• Practitioners need to think critically about how their behavior
affects the measures used to judge leadership success.
• Practitioners need to be aware of leadership success
measures being biased.
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Methodologies Used to Study Leadership
• Qualitative Approach
– Case study: In-depth analysis of a leader’s activities.
• Quantitative Approaches
– Correlational studies: Used to determine statistical relationship
between leader qualities and various measures of leadership
effectiveness.
• Correlation coefficient
• Casual inferences
– Experiments: Generally consist of both:
• Independent variables
• Dependent variables
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Some Common and Uncommon
Variations of Leadership Studies
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Maxims and Theories of Leadership
• Maxims: Personal opinions that can give leaders valuable
advice about leadership.
• Theory: Framework for conceptualizing relationships
between variables and guiding research toward a fuller
understanding of phenomena.
• Theories are central to scientific research because:
– Public predictions of how leadership variables are interrelated.
– The systematic gathering and analysis of data.
– Peer review of results.
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Jack Welch’s Eight Rules
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Summary
• Leadership is the most important topic in the world today.
• Leadership talent management systems helps organizations
minimize crisis of insufficient effective leaders.
• Various techniques exist for organizations to assess leadership
potential and performance.
• Quantitative and qualitative approaches are used to study linkages
between leadership potential and performance measures.
• Maxims may represent valid advice, but they are ultimately no
more than personal opinion.
• Theories are a collection of testable predictions about the
relationships between certain variables.
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Reference
•
Hughes., Ginnett., & Curpy. (2009). Leadership: Enhancing
The Lesson of Experience. 6 eds. McGraw-Hill. Boston.
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