Leadership Appraisal

"Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen"

Alan Keith, Lucas Digital

What is it?

The programme is based on the traits and behaviours of admired and effective leaders from a large number of industries and sectors world-wide.

The programme uses leadership appraisal techniques to establish the participant’s perception of their leadership qualities versus the views of a sample of the people they interact with and are responsible for. Typically, this process requires input from the participant’s manager, direct and/ or indirect reports, peers and those who are in different departments and at different levels. Customers are also included in the process from time to time.

This process is completed in confidence and without the participant knowing who the contributors are, other than their line manager.

Objectives:

  • To increase personal awareness of your effectiveness as leader
  • To provide a process that helps senior employees establish areas of strength and weakness as they are now perceived by colleagues
  • To use the leadership appraisal process as a platform for personal development and self-improvement
  • To implement a practical action plan over a 9 / 12 month period that specifically addresses the main areas of weakness
  • To measure improvements in the identified problem areas at the end of the programme

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Benefits to the Company

  • A public affirmation of the importance of leadership to the Company and its future growth
  • A culture of personal and corporate responsibility to employees at every level
  • An openness towards the leadership appraisal process
  • A robust process for measuring the effectiveness of senior management
  • Raised awareness to and expectations of the leadership qualities of managers by their employees
  • Clear communication of the Company’s aspirations for individuals within the organisation
  • A clear statement to customers and potential customers of the Company’s vision for the future and it’s commitment to its people

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Benefits to Senior Management

  • A clear understanding of individual strengths and weaknesses
  • An opportunity to address and share individual issues together
  • A practical approach to achieving change
  • A way of measuring positive changes

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Background to the Programme

Curran Associates has been operating this approach with several clients for the past seven years. The Companies are diverse in nature. Most are UK based and one is world-wide. People from vice presidents and managing directors to senior managers within the organisations have embarked on this process. The results have been very successful for a significant number of the participants and the organisations have witnessed an improvement in their people and their interactions with others.

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What happens?

Once the process described above has been completed, the participant receives a report detailing their strengths and weaknesses in the five Leadership traits:

  • Challenging what and how we do things
  • Being a role model for others
  • Inspiring others and communicating a shared vision
  • Equipping others with what they need to be successful
  • Winning hearts as well as minds

An action plan is drawn up that includes:

  1. Specific, measurable and practical personal actions that person will take in order to achieve the desired improvements highlighted in the report
  2. An agreed method by which they will communicate the essence of the report both to their manager and the people who report to them. (The other contributors may also be included, where appropriate)
  3. A programme designed to support the individual that may include training, coaching or mentoring (Some of this may be conducted by Curran Associates or by other differently qualified people dependant on circumstances)
  4. Agreement as to when they will conduct another leadership appraisal to measure improvements and progress

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Inputs

The programme follows the individual action plans of the participants and so interventions and support mechanisms vary dependant on the degree of need. Some managers may require very little input and others are viewed as being worthy of more significant support.

Inputs that can be identified at the beginning of the programme are as follows:

  • Individual meeting with the Consultant (John Curran)
  • Identification of the potential participants
  • Telephone discussion to agree the final individual list of the employees who will contribute with the participant’s line manager
  • Individual e-mail and telephone communications (where appropriate) with the employees to engage them in the process
  • Compilation of the report which includes detailed analysis of the responses
  • Meeting with the participant to discuss the report
  • Second meeting shortly after the previous one to put the report into perspective and begin to detail a draft action plan
  • Individual receives a participant’s pack and action plan diary with support materials
  • Third meeting to agree the action plan and agree the method by which the detail will be communicated to the appropriate people or audience
  • Coaching and/ training plan to support the individual in achieving their objectives

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Timescales

The initial report usually takes about a month from start to finish taking account of staff leave and illnesses. The remainder of the process above is subject to the needs, priorities and commitment of the individuals involved.

Appropriate references can be provided on request.

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