• Purchase a Book
  • Purchase a Journal/Workbook
  • Provide Feedback
  • New Leadership Paradigm

Measuring Your Performance

In order to measure your performance you will need to seek feedback from your colleagues about your leadership style. One of the best ways to do this is to carry out a Leadership Values Assessment (LVA) or Leadership Development Report (LDR).

The LVA and the LDR enable you to find out where you are on your leadership journey: the management styles you use, what you need to work on, and your level of personal entropy.

In the LVA the subject (supervisor, manager or leader) goes online and picks ten values/behaviours they believe represents their leadership/ management style from a template of about 60 to 80 words or phrases (positive and potentially limiting). The subject is then asked to indicate three of their key strengths, three things they want to improve or stop, and the things they are doing to change.

The assessors—about twelve to fifteen people who are close to the subject—go online and pick ten values/behaviours that they believe represent the subject’s leadership/management style.

The same template of values is used by the subject and the assessors. In addition, the assessors are asked to identify three of the subject’s strengths, three things they think he or she needs to improve or stop, and any other comments or feedback they think will be useful to help the subject improve his or her performance. The assessors are chosen by the subject.

The ten values picked by the subject and the top ten values picked by the assessors are then plotted to the seven levels of leadership consciousness and compared.

Each of the values picked by the subject and the top values chosen by the assessors are shown on in the first diagram mapped to the seven levels of consciousness model.

There are thirteen values on the assessors’ list because the last six values all scored 4 votes. (Click diagram to enlarge)

 LVA Values Plot

The results of the values plot show that the subject is a highly committed, enthusiastic, visionary leader with a global perspective.

The leader’s strengths are as follows:

  • He is a self-actualized individual with a self-transforming mind—56 percent of the values chosen by the assessors are in the upper three levels of consciousness.
  • With vision, wisdom, and creativity among his top values, he appears to be at the top of his game.

He is an authentic individual—the distribution of values across the levels of consciousness as chosen by the subject and the assessors is almost identical, and there are five matching values.

The second diagram shows the distribution of all the votes for all the values and the level of personal entropy. The results show us that the leader has a slightly elevated level of personal entropy, mainly due to the potentially limiting value of arrogant, chosen by five out of his thirteen assessors. (Click diagram to enlarge)

 LVA Distribution of Values

Differences between LDR and LVA

There are three main differences between the LDR and the LVA.

  • The LDR asks the assessors to rate the leader against a prescribed set of 26 full spectrum ‘behaviours’ that our research has shown to be significant. The LVA on the other hand, allows assessors to write free form responses to questions about the leader’s strengths and areas for improvement.
  • The LDR delivers a fully automated report, whereas the LVA is hand written by one of our analysts.
  • The LDR uses a standard template of values, whereas LVA template is customised to reflect the cultural attributes of your organisation

Resources

  • Video
  • References
  • Books
  • Websites
  • Workbook