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THE 360 LEADERSHIP PROFILE

Dr. Jim Loughran


Siena Heights University
LDR 695

The Leadership Profile


Introduction
Why was the 360 Leadership Profile completed?
Results
Learning from the results

Why complete the Leadership 360


Profile?

Gain a better understanding of what leadership is.

To examine the effectiveness of my leadership

Learn the three dimensions of leadership assessed by the Leadership Profile

Which dimension/s do I fall into?

Results
Overview

Some of my self assessments were 10 or more points lower than the


observers

I scored myself pretty harsh

Lower self esteem and higher self critique due to Military service?

Observers scored me higher on their assessment than I thought they


would.

Strengths!
Scale 7: Confident Leadership (Transformational Leadership
Characteristic)
Acts in ways that have an impact
Can see the results of his or her actions
Makes a difference
Is confident in her or his own abilities
Is in control of his or her life

Strengths!.....
Scale 2: Reward Equity (Transactional Leadership)

Rewards people fairly for their efforts

Recognizes good performance with rewards people value

Expresses appreciation when people perform well

Knows the rewards people value

Makes sure people know what to expect in return for


accomplishing goals.

Strengths!....
Scale 4: Credible Leadership (Transformational Leadership)

Can be relied on.

Follows through on commitments.

Keeps promises

Acts in ways consistent with her or his words.

Can be trusted.

Opportunities to grow!
Scale 3: Communications Leadership (Transformational
Leadership)
Pay close attention to what others say.
Communicates a clear sense of priorities.
Grabs peoples attention, focusing on the important issues of a
discussion.
Listens for feelings as well as ideas.
Is able to get complicated ideas across clearly.

Opportunities to grow!
Scale 8: Follower-Centered Leadership (Transformational
Leadership)
Enjoys making others obey her or his orders.
Expects others to obey without question.
Uses power and authority to benefit others.
Seeks power and influence to attain goals people agree on.
Shares power and authority with others.

Opportunities to grow!....

Scale 9: Visionary Leadership (Transformational Leadership)

Considers how a specific plan of action might be extended to benefit others.

Concentrates on short term goals rather than long range, strategic goals.

Explains long range plans and goals clearly.

Expresses a vision that engages people.

Has plans that extend over a period of several years or more.

GAPS
Scale 6: Enabling Leadership

Scale 9: Visionary Leadership

Scale 10: Culture-Building


Leadership

Creates opportunities for people to


succeed.

Encourages others to act according


to the values and beliefs we share.

Designs situations that permit


people to achieve their goals.

Models what our core values really


mean.

Helps others develop a shared sense


of what is important in this
organization.

Expresses and supports a set of


basic values about how we should
work together to achieve shared
goals.

Works to build a strong consensus


around the core values of the
organization.

Involves others in new ideas and


projects.

Helps others learn from mistakes.

Gives people the authority they need


to fulfill their responsibilities.

Considers how a specific plan of


action might be extended to benefit
others.
Concentrates on short term goals
rather than long range, strategic
goals.
Explains long range plans and goals
clearly.

Expresses a vision that engages


people.

Has plans that extend over a period


of several years or more.

Lessons Learned

I am my own best teacher. I now know the gap in my leadership between what I am
and what I should be.

Accept responsibility; blame no one. Anything that goes wrong on my watch is my


responsibility. As the movie A Bugs Life points out: First rule of leadership:
Everything is your fault.

I can learn anything I want to learn. Learning to be a leader is not about mastering my
discipline; its about having the appetite to absorb new things, about seeing the world
as it is and as it should be and deciding what part I will play in this.

True understanding comes from reflecting on my own experience. Nothing develops


my leadership acuity as much as looking back on my accomplishments and failures
and understanding what exactly led to them. This way I can replicate what worked and
avoid what didnt.

Conclusion
Be willing to look inside yourself and be willing to change if the
situation dictates.
Be humble and be willing to accept opportunities to grow.
Be willing to unlearn!

References
Rosenbach, W. E., & Sashkin, M. (2014). The Leadership Profile. Gettysburg, PA: Author.

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