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AVA Leadership Effectiveness vs 360-Degree Feedback – Which One is For You?


LEADERSHIP EFFECTIVENESS ASSESSMENT

This article takes a look at the differences between Leadership Effectiveness and 360-degree feedback – both necessary tools used in the context of personal and professional development, but with a focus on different aspects that serve distinct purposes. Here's a brief overview of each:


 

 

LEADERSHIP EFFECTIVENESS:


Focus: The Leadership Effectiveness Assessment centers on evaluating the performance and efficacy of leaders within an organization.


Purpose: The main goal is to assess various aspects of leadership, including skills, behaviors, and competencies, to provide insights into areas of strength and areas needing improvement.


Process: Participants usually complete surveys that evaluates specific leadership competencies such as communication skills, decision-making, delegation, emotional intelligence, managing change, setting goals and standards, visualising the future, and team-building.

 


Other Tools: Depending on the situation and extensiveness of the assessments, some other examples of effective leadership tools include:




Situational Leadership® Model (SLII®):

This is a model that emphasizes adapting leadership styles to the specific needs of individuals and situations based on their development level. The four leadership styles ranging from low to high competence and commitment are telling, selling, participating, delegating.


DISC Assessment:

The DISC assessment measures an individual's behavioral tendencies and communication style based on four personality traits: Dominance, Influence, Steadiness, and Conscientiousness. While not specifically designed for leadership assessment, it can provide insights into how individuals approach leadership roles and interact with others.


Strengths-Based Leadership (SBL):

Rooted in Gallup's research, the Strengths-Based Leadership assessment identifies an individual's leadership strengths. It focuses on leadership domains such as executing, influencing, relationship-building, and strategic thinking.

 

 

360-DEGREE FEEDBACK

360-DEGREE FEEDBACK

  • Focus: 360-degree feedback, also known as multi-rater feedback, provides a comprehensive view of an individual's performance by collecting feedback from various sources, including peers, subordinates, supervisors, and sometimes even external stakeholders.

  • Purpose: The primary objective is to offer a more holistic and well-rounded perspective on an individual's strengths, weaknesses, and overall effectiveness in the workplace.

  • Process: Feedback is gathered through the same set of surveys or questionnaires that assess various competencies and behaviors of their leaders. Leaders will be able to compare feedback from multiple perspectives, allowing them to gain insights into how their actions impact those around them.

 

Some examples of these include:


SurveyMonkey:

SurveyMonkey is a widely used survey platform that provides 360-degree feedback surveys. It offers a user-friendly interface and allows customization of questions based on specific competencies or organizational goals.


Qualtrics:

Qualtrics is a comprehensive experience management platform that includes tools for 360-degree feedback. It allows organizations to create customized surveys, gather feedback from multiple sources, and analyze results to inform development plans.


TINYpulse:

TINYpulse offers a 360-degree feedback tool that emphasizes employee engagement and provides insights into team dynamics. It allows for anonymous feedback and includes features for ongoing performance conversations.


Korn Ferry 360:

Korn Ferry is a global organizational consulting firm that offers a 360-degree feedback tool. It is designed to assess leadership competencies and is often used for executive development.


 

 What are the Key Differences between these two?

 

Focus on Strengths vs. Comprehensive Feedback: The Leadership effectiveassessment focus impact of a leader's actions, decisions, and behaviors on organizational performance and success, while 360-degree feedback provides a broader evaluation from various perspectives of the leader's performance.

Input Sources: Leadership effective assessment often relies on self-reporting or self-reflection, whereas 360-degree feedback gathers input from multiple sources, including peers, subordinates, and supervisors.

Purpose: Leadership effective assessment is more geared towards personal development and maximizing potential, while 360-degree feedback is often used for performance evaluations, identifying areas for improvement, and informing decisions related to promotions or development plans.


In summary, leadership effective assessment helps individuals understand and leverage their inherent leadership qualities within the organisation, while 360-degree feedback provides a comprehensive evaluation of an individual's performance from multiple perspectives. Depending on the goals and context, organizations may use one or both approaches to support the development of their employees.


 

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