Leadership Assessment

Our experience shows that teams that have worked without supervision and management for a long time have lower overall performance and attitude than those with a regular manager. Today, situations vary, and this also applies to managers, their management style and the maturity level of their teams.

In more than 66% of cases, according to our observations, company managers or owners do not delve into what kind of manager they have hired, there is no information about their management skills, management style, how knowledgeable, experienced and capable the teams they have worked with are, and how knowledgeable, experienced and capable the current team is.

The report includes:

• 4 situational leadership styles (according to Hershey-Blanchard theory), based on directive or supportive behaviour: directing (telling), coaching (selling), supporting (participating), and delegating(empowering);
• flexibility in applying leadership styles: the ability to adapt and vary between leadership styles depending on the situation;
• effectiveness in applying leadership styles: the ability to choose the appropriate leadership style according to employee competence and motivation;
• assessment of basic leadership knowledge.

The Hersey-Blanchard situational leadership style model emphasizes that no one leadership style is better than another. Effective leadership is the ability to assess the task, situation, employee competence, motivation and choose the most appropriate leadership style accordingly.

Characteristics of leadership styles

Supportive style

Supportive behaviour prevails. The manager does not provide detailed instructions or guidelines, but rather supports, encourages and motivates employees to take on greater responsibility. Such managers focus more on the human factor than on tasks. Decisions are made together with employees.

Delegating style

The manager delegates responsibility to employees and does not take on active management. Such managers provide support when requested and offer recognition, authority and trust, allowing employees to work and make decisions independently.

Coaching style

Both behavioural models—directive and supportive—are used intensively. The manager sets specific tasks, provides detailed guidance and instructions, but at the same time wants to know the employees’ opinions, provides a lot of support, and tries to build relationships. Decisions are made by the manager, but communication with employees is two-way.

Directive style

Directive behaviour dominates. The manager focuses on work tasks, provides detailed instructions and guidelines on how to perform them, and observes and monitors employee performance. The emphasis is on structure, one-way communication with employees dominates, and decisions are made by the manager.

Leadership indicators

Leadership flexibility index

The leadership adaptability index shows how successfully a manager applies different leadership styles to adapt to different work situations and employee needs. A low adaptability score indicates that the manager mainly uses one or two management styles, while a high score indicates that the manager typically uses all four leadership styles.

Leadership effectiveness score

The leadership effectiveness score shows how well a manager can choose the right leadership style to adapt to different work situations and employee needs.

Leadership knowledge

The leadership knowledge score shows the level of basic leadership knowledge. For example, does the manager have the knowledge to effectively organize teamwork, provide appropriate and accurate feedback on employee performance, build positive relationships among team members, explain the need for change in the organization, develop long-term team development plans and increase employee motivation.

An effective manager has knowledge of how to set long-term goals, develop an action plan, distribute responsibilities, inspire people, resolve conflicts between employees, identify problems and take corrective action, as well as analyse employee performance and determine the long-term direction of the company’s development.