ASSESSMENT TOOLSSelf Assessment - PerforMANCE lEADER iDENTIFIER
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.
Performance Leader Identifier
Leadership Self Assessment Tool
Performance Leader Identifier Brochure
Research Behind the PLI
Download Sample Organisation Report
Download Sample Individual Report
Developing leaders who maximise performance
The most productive leaders in any organisation genuinely understand the extent to which they enact the most effective behaviours on a day-to-day basis. Sometimes, utilising 360-degree feedback to enable a leader to reflect on their behaviour and impact is not suitable or possible. In such situations, the Performance Leader Identifier can help you, or the client organisations you advise, to further enhance leadership performance through a self-assessment approach.
Key benefits of using the Performance Leader Identifier in development:
Assessment of leadership behaviour, not personality
Based on thorough, compelling and contemporary evidence-based research model
Designed for senior leaders in any sector
Helps address challenges more diverse leaders can face in career progression
Rapid generation of individual’s profile report
Easy to interpret report, with clear graphs and guidance
Discussion questions to further explore responses given
Self-development suggestions included that benefit the leader
Clear opportunity to link to coaching or in-role development activities
Online accreditation takes less than half a day
Assessing behaviour, not personality
Organisations often apply self-assessments to help their leaders identify strengths and areas for development. However, a great many assessments, while “feeling” or “seeming” effective, often lack significant evidence of their validity. They can often be very popular, yet many decades old, not well researched, and 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, sometimes mapped against the organisation’s leadership or competency framework.
The Performance Leader Identifier provides you with an effective and refreshingly different approach. It is a research-based diagnostic tool which directly assesses behaviours, values and attitudes, rather than personality traits. Individuals are assessed against Real World Group’s uniquely proven Engaging Transformational Leadership model, further researched and modified for self-assessment. It will help you to ensure that your leaders have the critical foundations to maximise organisational performance as a senior leader, whatever their role.
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.
Clearly presented candidate profile
The Performance Leader Identifier provides you with an easy to interpret profile of the individual’s leadership approach. It assesses the leadership behaviours that the individual enacts most and least often, which have been normed against a large comparison group.
The graphs illustrate that Chris is more likely to enact:
- Inspiring Vision
- Decision & Risk-taking Confidence
- Networking Influence
Chris is less likely to enact:
- Genuine Concern for Others
- Available and Approachable
- Valuing Others’ Contributions
Ensuring leader openness
As a well-designed self-assessment tool, the Performance Leader Identifier uses ipsative (or “forced-choice”) questions. Individual leaders 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 accurately identifying and then improving the impact of their leadership behaviours. It is practically impossible to “skew” the results in an effective way to try and create a more favourable impression than is accurate.
We also provide you with suggested discussion questions in order to explore the leader’s profile with them in more depth after they have completed it. This enables both you and them to understand their leadership approach more fully, and the ways in which they enact (and could adapt) their leadership in practice.
Creating the most valuable experience for both you and your candidates
The Performance Leader Identifier generates two separate reports, included at one price. Both provide you and the leader being assessed with:
- A clear summary of their leadership profile
- Guidance on the likely impact of their behaviour on the organisation and your people
Discussion questions to explore the individual’s leadership profile further
Development suggestions to enhance areas of least preference in effective leadership
Ease of access
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.
The resulting reports can be delivered straight to your inbox, or the individual report can be sent directly to the leader who completed the tool.
Clear link to development activities
With a focus on behaviour, the results of the Performance Leader Identifier are much easier to link to follow-on developmental activities than with a personality-based assessment. This can provide very useful information as a basis for performance coaching or further discussions with other key individuals the leader can approach for guidance. Understanding how leadership is enacted through a behavioural lens means that leaders are able to explore potential strengths, and address any weaker areas, in a much clearer way than when more nuanced factors or traits are the focus
Using the PLI as a selection tool
The Performance Leader Identifier is designed so that it can also be used to enhance your senior leadership selection processes.
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“American leaders who have taken the PLI love its behavior-focus and have confidence in the research on which it’s built. Rather than spending time interpreting lengthy, subjective “personality” reports, the PLI enables clients to see which behaviors they enact most and least often in their roles. When the results are discussed in the context of business results or expectations, clients often have “ah-hah” moments where they see how their behaviors are impacting their effectiveness within the business. This leads to specific, actionable next-steps for the leader to take.”
CEO, High Peaks Group, Philadelphia