Read the New Chapter Below
In this session, we will be looking at the Leaders Assessment. This is the second component of the five components in this leadership development model that we are doing a survey of called a competency, or an outcome based model. Last time we looked at the leader profile. That is what does a mature leader look like, the concept of starting with the end in mind, clearly defined. Then we come to this component called leader assessment, which will be the focus of this session, and then after the assessment is made, learning methods are implemented. This includes a learning contract that we will look at more deeply in the next lesson, and it also includes the application and implementation of what’s called andragogy adult learning methods or adult learning principles.
And, then the outcomes are actually evaluated, and the discrepancies that are found, the areas that were not successfully developed. Then go back into the process, not only often to impact the learning methods, but also the leadership profile and the assessment process itself. So with that overview, let’s drill more deeply now into this second component called leadership assessment. Now, in the assessment process, what we are doing again by review is assessing three categories of competencies, character, ministry and knowledge of Biblical theological and practical competencies. This assessment is called a 360 assessment, which means that you are seeking feedback or assessment responses from people that actually encircle you. Examples would be you want a supervisor, someone who is over you or who has been over you in the past, such as an employer, some leader that you have been under.
Laterally, it would be feedback and assessment from your spouse if you’re married or an associate, someone who has worked alongside you, and then a subordinate. This would be if you were an employer, someone who was an employee as you were or are as a subordinate of a supervisor. Now, to understand what the process actually looked like online, I want you to notice here that you will be sent a link that will bring you to a webpage that looks like this, and here you’ll see some introductory comments telling you that this has been designed to take less than 30 minutes. Although you may take as long as you’d like, it consists of 95 questions in the three categories that we have surveyed, character, skill, and knowledge. And, the assessment can only be taken once and all of your answers will be kept confidential and your assessors, your references will also be honored by their responses being kept confidential as well.
Although you will see a collective average of all of them together in the bar graphs that I’ll show you in just a second, but before we go to that notice in the lower left, when you come to this page, you will choose the menu at the bottom left part of the page and as you noticed the arrow there, you would actually click on person being assessed. And when you send this link to these people, they too will get this same page, but as you can see in the fall down or drop down menu that they would choose spouse, associate, supervisor, or subordinate, and I think there’s also an other category on there as well. And so, what you are doing as well as these other people is actually going through, you are actually going through these 95 questions and they are too, and you were doing a self-assessment while they are doing their own assessment and then you will be able to compare the results.
Now, before we look at what the comparison will look like, what the analysis sheets will look like, let me just give you an example of the three categories of what the actual online assessment looks like. Character competencies assessment. This one, as you can see here, if you’ll look where the arrow is, these are the questions from first Timothy three. Every particular competency has the Greek term there with it, and a one sentence definition. The same with ministry competencies in terms of a one sentence definition, and you can see the scale of one to five from strongly disagree to strongly agree. And then there are the knowledge competencies as well that we reviewed. And you can see the same continuum in the same categories. Now, after you have filled this out and all of your references have also filled it out, you will receive a profile report, a pdf file via email, and the cover page will look something like this, and then you will have an analysis of all of the responses of those who have assessed you.
Here’s an example in terms of a character competency assessment. This character competency, as you can look at the bottom left part of the page is hospitality. And if you will notice the bar graphs, notice that the scale of the Y axis over on the left side of the page zero, one, two, three, shows that there were four respondents. You were one of them, so that means you gave yourself either an agree or strongly agree, and the other three people who took this assessment, also one of them agreed with you, and then two of them went into the other category of either agree or strongly agree. In terms of ministry competencies here’s another example of the ministry competency of prayer knows, demonstrates and can affectively equip others to be devoted to personal family group and corporate prayer.
Notice here a different division of those who have evaluated and assessed you. One disagreed, two neutral, and one agreed, and you were one of those four responses and knowledge competencies the same. This is the knowledge competency of Bible interpretation in terms of knowing and demonstrating how to apply sound principles and methods of Bible interpretation, and preparation for effective teaching and preaching. Notice that two responses were neutral. One was agreed, one was strongly agree and again, you were one of those four. And so, what we have seen so far is we have looked at the leadership competency profile and then we have just reviewed the process by which you are able to assess your own competencies and see similarity, and dissimilarity, with that profile by looking at your own responses as well as those who know you the best, above you laterally, besides you, and those who work for you or under you.
Then in the sessions to come, we will look at learning methods that, how to take the results of this assessment and turn them into a learning contract that can be executed using adult learning principles. And then we’ll learn a bit more detail about how to evaluate the outcomes to see whether the objectives were actually accomplished and measurable means of determining that. And then entering into this as an ongoing process of evaluation and implementation, that becomes more of a way of life.