The Leadership Effectiveness Survey is a carefully designed tool for systematic upward evaluation. Its purpose is to measure the impact that executives and managers have on their subordinates and to provide recommendations for future leadership development. The LES generates Leadership Performance Indicators (LPIs) for each of four kinds of leadership:
Can be administered online.
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Inspiring others, taking calculated risks, prioritizing goals, quickly addressing problems, communicating clear expectations, and getting things done |
Imparting business knowledge and educating employees about the company and how their work contributes to its success |
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Focusing on the customer, maintaining aggressive performance standards, and keeping abreast of the competition |
Encouraging constructive dialogue and creating a positive, open, and rewarding work environment |
In addition to scores on the individual items, the LES graphically depicts two scores on each of the four leadership scales: "Organizational" (ORG) and "Sphere-of-Influence" (SOI). ORG scores indicate how well all of the leaders within an organization or sub-organization are, on average, demonstrating each kind of leadership. SOI scores show how well a particular leader seems to be demonstrating each kind in relation to his or her immediate, and once-removed, subordinates (direct and indirect reports).
The LES yields a customized report (about 12 pages) for each executive, director, manager, or supervisor designated by the company. This report highlights specific leadership strengths and developmental needs, and concretely indicates the kinds of improvements that are most needed. Detailed recommendations for implementing change are included in the report, and a one-page summary, for human resources or other executives, is also generated. These summaries help pinpoint organizations and sub-organizations that either exemplify good leadership or need special assistance. This information, in turn, helps focus the organization s training and development time, energy, and resources. Progress can be tracked over time.
Each employee completes only one rating form, on his or her immediate supervisor. This takes only about five to eight minutes. The rater indicates, anonymously on a seven-point scale, how frequently the supervisor demonstrates each of the specific leadership behaviors.
