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© Peak Performance Leadership Evaluation

This Leadership Skills Evaluation Matrix was designed to provide an effective and simple tool to enable individual leaders and teams to evaluate their progress toward true leadership. It is based on the works of Warren Bennis, J.Kouzes and B. Posner, William Byham and Mark Sandborn and numerous workshops on team building and leadership training I have conducted over the last fourteen years. In every area of business or community activity, my experience confirms that peak performance can only happen when leadership receives a sustained focus. It flourishes when measurement is applied to the process. Which proves once again the research done by Michael Leboeuf that states "What gets measured gets done".

You may take a copy of this table and use it to do a personal evaluation or to obtain feedback from peers, employees, clients, supervision or management in a 360 degree evaluation approach.

Raymond Perras, Peak Performance Coach

Leadership Skills Evaluation Matrix

Name:

Date:

Leadership Dimension

Excellent

Very good

Average

I need help

Low ability

Sharing a vision for a project and the reasons why we are going there.

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Caring for and supporting people's self-esteem.

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Effective listening (interest, focus, empathy, no interruption!).

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Trust in people's ability to succeed, and sustained positive expectations.

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Patience in giving repeated explanations and feedback.

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Readiness to help while taking care to leave responsibility where it belongs (with the other person).

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Encouraging people to put forth new ideas, to get involved, and to take calculated risks.

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Recognizing a job well done and celebrating success

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Follow-up to ensure continuous improvement and accept failure as a learning experience.

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OVERALL GENERAL RATING

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© Raymond Perras 1995 Peak Performance Coach

We suggest that you assign a score of 5 for Excellent and 1 for Low ability. Once the evaluation has been noted, add the scores in each column. A perfect score of 45 (nine dimensions scoring 5 each) demonstrates exceptional leadership abilities. A score of 27 (average is a score of 3 on nine dimensions) is a passing mark which needs improvement in the context of peak performance. Individuals and organizations should strive to reach a score of 36 or higher for all those charged with the responsibility of leading human resources. No dimension should score less than 3 to ensure that a holistic or total approach perspective is applied to the responsibility of bringing the best out of people in the team. If you want to find out more about leadership training and leadership evaluation, you can contact us by e-mail at repars1@sympatico.ca. We will be pleased to help you assess your needs.


©Copyright Raymond Perras 1997-2013