Edgecumbe Consulting

 Assessing Leadership Teams

Gallup’s Tom Rath and Barry Conchie wrote in 2009 that ‘while the best leaders are not well rounded, the best teams are’.

No leader is complete on his or her own. Instead, our personalities equip us to be naturally good at some things, and make it hard for us to excel at others. This is not to suggest that personality determines performance directly, but it does tend to make some capabilities easier to develop than others.

At Edgecumbe we have assessed and developed hundreds of leadership teams, ranging from Board to mid-level leaders. Our experience suggests that, in order to gain the information needed to help the team improve its collaboration or performance, we need to assess two distinct elements: individual team members’ attributes and team impact.

Assessing Individual Leadership Team Member Attributes

Highlighting a team’s strengths and limitations

We help you assess individual and team strengths (both natural and fragile) as well as potential limitations. ‘Natural strengths’, which are built on helpful underlying personality features, tend to be relatively easy to maintain and develop. Whilst ‘fragile strengths’, which have been developed in spite of unhelpful personality features, tend to need constant maintenance and are hard to improve. Correspondingly, weaknesses which stem from personality are sometimes better addressed by working with someone with complementary capabilities than by trying to develop capabilities that work ‘against the grain’ of the leader’s personality.

By highlighting the strength profile of each member of the team, we can then show a team their collective areas of strength as well any areas of significant weakness.

Assessing and Identifying the Leadership Team’s Impact on Others

Although a leadership team may appear strong on paper, it may not be having the positive impact on its direct teams as one would initially expect. This is why measuring the impact of the leadership team on those who report into them, is a second crucial next step.

In order to assess the impact of a leadership team, we have developed the Leadership Team Impact Monitor (or L-TIM for short.). The L-TIM is a short 20-item questionnaire which members of the leadership, as well as their direct reports, are asked to complete. It provides insightful feedback on how the team impacts directly on those they lead in terms of defining strategy, building commitment, planning & organizing, building relationships, building and working in teams, driving results and coping with pressure. It also measures how engaged the direct reports of the leadership team are (because employee engagement has consistently shown to be driven significantly by leadership). The LTIM also provides more detailed free-text feedback.

Next Steps

Developing Leadership Teams

HR Analytics

Talk to us about your leadership teams today