How a leader behaves is just as important as the qualifications, skills and competencies they possess. Ensuring that your leaders enact the right values and attitudes is key to maximising the performance of your organisation.
Managers who are competent in their professional capacity, and yet who fail to engage and develop their people, can lead to untold costs and lost opportunities for their organisation. Among their teams, motivation, commitment, innovation, and productivity will never be as high as they could be, and job-related stress can be particularly present. At the very least, such individuals waste the full potential of their people, and of the organisation more widely.
Real World Group’s Performance Leader Identifier is a self-assessment tool designed to enable you to select and develop leaders who behave in ways that create superior, sustainable performance for your organisation.
Leadership selection for senior roles is a time-consuming and resource-intensive process. Selecting the wrong person adds significant, further costs in both the short and long term. Being able to correctly identify and select those individuals who are most able to maximise team and organisational performance is essential. This is where the Performance Leader Identifier helps you, or organisations you work with.
The use of online assessments in selection processes is commonplace these days. They are intended to increase the chances that an organisation is able to identify which candidates are most likely to reinforce their desired culture. However, many assessments, while “feeling” or “seeming” effective, often lack significant evidence of their validity. They can often be many decades old, not well researched, or not fit for purpose in today’s challenging environment. The assessments available from other test publishers that are genuinely effective focus primarily on assessing personality traits, typically mapped against the competency framework for the role.
The Performance Leader Identifier provides you with an effective and refreshingly different approach. It is a research-based diagnostic tool which directly assesses behaviors, values and attitudes, rather than personality traits. The foundation for assessment is Real World Group’s uniquely proven Engaging Transformational Leadership model, further researched and modified for self-assessment. It will help you to explore whether a candidate has the critical foundations to maximise organisational performance as a senior leader, in whatever role they are applying for.
The Performance Leader Identifier is based on contemporary research, conducted in today’s increasingly challenging and ever-changing world. It reflects the fact that the key to success in organisations is releasing the potential, motivation, innovation, wellbeing, and engagement of those around you. It helps identify those leaders who distribute leadership responsibility, rather than hold on tight to their own power, create teams who are open to change, and lead across boundaries with integrity.
The foundational research, Engaging Transformational Leadership, was deliberately designed based on a diverse sample of leaders. This means that it is an inclusive model, and helps address one of the most insidious forms of discrimination in selection and assessment – unconscious bias, or being assessed against criteria that do not value the way that more diverse leaders may prefer to lead.
You can read both academic and practitioner-focused articles about Engaging Transformational Leadership through our Resources page.
The graph above illustrates that Sarah has a preference for:
Sarah's least preferred leadership areas are:
As a well-designed self-assessment tool, the Performance Leader Identifier uses ipsative (or “forced-choice”) questions. Candidates are presented with 40 blocks of three statements, and they must decide which of the three is “most like them” and which is “least like them”. Given that all of the statements describe positive leadership behaviours, candidates have to be honest in their self-assessment to give themselves the best chance of being selected. It is practically impossible to “skew” the results in an effective way to try and create a more favourable impression than is accurate.
You are also provided with suggested interview questions in order to explore the candidate’s profile with them in more depth after they have completed it. This enables you to understand their leadership more fully, and the ways in which they enact their leadership in practice.
The Performance Leader Identifier generates two separate reports, included at one price. Both provide you and the individual being assessed with:
Interview questions to explore the individual’s leadership profile further
Development suggestions to enhance areas of least preference in leadership
Invitations to complete the tool are delivered directly to the candidates' inbox. We recommend that you receive their completed reports first, and provide candidates with their own report once the interview process is over.
Becoming accredited to use the Performance Leader Identifier is simple and easy to access. As it assesses behaviour rather than personality, and the findings are fully interpreted for you, Level A and B qualifications are not necessary. Accreditation is conducted online, and can be undertaken at a time and place of your choice.
With a focus on behaviour, as opposed to personality, the results of the Performance Leader Identifier are easy to link to follow-on developmental activities. This may suggest coaching for selected candidates immediately after appointment (or de-selection for the post), or 360-degree feedback and other interventions a few months after they have been appointed. Understanding candidates’ leadership preferences through a behavioural lens means that you are able to understand their strengths, and address any weaker areas, in a much clearer way than when more nuanced factors or traits are the focus.