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Greetings!
This tool is specifically designed to assess the proficiency levels and development needs of Inquirer leaders.
Please rate the leader related to you based on the eight (8) leadership competencies in terms of its importance to his current position (development need) and the extent to which he possesses this (proficiency). Kindly ensure that all items are completely answered.
Your responses will remain confidential and will only be used to develop a leadership curriculum for the Inquirer.
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| * Position Title (e.g. Branch Manager): | | |
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| * Division (e.g. Advertising, Office of the Publisher): |
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| * Department (If applicable, if not select NONE): |
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| Years in Current Position: |
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| * I am (Please select your relationship to the leader): |
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| * I am assessing the leader below: |
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STEP 1: Please rate the importance of each competency to the leadership role:
1 – Not important at all
2 – Not Sure
3 – Important
4 – Very important
STEP 2: Please rate the proficiency of the leader on each competency. The ratings are as follows:
1 – Learning - Neophyte, very little knowledge and skills
2 – Applying - Has some knowledge and skill but still needs frequent coaching
3 – Proficient - Knowledgeable and skilled and can apply independently but requires occasional coaching
4 – Mastering - Very knowledgeable and skilled; Can coach and mentor others |
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#1: SELF-MANAGEMENT
Exemplifies and inspires commitment to the mission, goals, and values of the organization; fosters a climate of trust, fairness, and mutual respect within his unit and other work units; initiates self-assessment, seeks feedback from others and takes actions to improve personal and interpersonal effectiveness
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#2: STRATEGIC MANAGEMENT
Develops and generates strategies based on an understanding of internal & external factors that confront the organization; Aligns unit goals and ensures that strategies creates significant impact on the organization’s strategic priorities and objectives
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STEP 1: Please rate the importance of each competency to the leadership role:
1 – Not important at all
2 – Not Sure
3 – Important
4 – Very important
STEP 2: Please rate the proficiency of the leader on each competency. The ratings are as follows:
1 – Learning - Neophyte, very little knowledge and skills
2 – Applying - Has some knowledge and skill but still needs frequent coaching
3 – Proficient - Knowledgeable and skilled and can apply independently but requires occasional coaching
4 – Mastering - Very knowledgeable and skilled; Can coach and mentor others |
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#3: INNOVATION AND CHANGE MANAGEMENT
Displays an openness to new ideas; Creates an environment where innovation and change can flourish; Effectively manages and communicates change
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#4: PEOPLE EMPOWERMENT AND DEVELOPMENT
Empowers subordinates and supports the development of their subordinates' skills and abilities by providing them adequate opportunities for growth; Coaches employees so that they can fulfill their current or future job/roles and responsibilities
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STEP 1: Please rate the importance of each competency to the leadership role:
1 – Not important at all
2 – Not Sure
3 – Important
4 – Very important
STEP 2: Please rate the proficiency of the leader on each competency. The ratings are as follows:
1 – Learning - Neophyte, very little knowledge and skills
2 – Applying - Has some knowledge and skill but still needs frequent coaching
3 – Proficient - Knowledgeable and skilled and can apply independently but requires occasional coaching
4 – Mastering - Very knowledgeable and skilled; Can coach and mentor others |
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#5: NETWORKING AND PARTNERING
Develops and builds collaborative relationships within and between the group to create synergy and convergence.
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#6: PROBLEM SOLVING AND DECISION MAKING
Takes ownership for problems and generates solutions. Exercises firm, sound and timely decisions based on careful evaluation of facts, options, potential risks and impact
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STEP 1: Please rate the importance of each competency to the leadership role:
1 – Not important at all
2 – Not Sure
3 – Important
4 – Very important
STEP 2: Please rate the proficiency of the leader on each competency. The ratings are as follows:
1 – Learning - Neophyte, very little knowledge and skills
2 – Applying - Has some knowledge and skill but still needs frequent coaching
3 – Proficient - Knowledgeable and skilled and can apply independently but requires occasional coaching
4 – Mastering - Very knowledgeable and skilled; Can coach and mentor others |
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#7: MANAGING FOR EXCELLENCE
Identifies goals and strategies to ensure fulfillment of organizational vision. Implements mechanisms to monitor, evaluate and reinforce quality and customer focus in products and services.
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#8: PERFORMANCE MANAGEMENT
Sets goals, monitors, and evaluates individual and team performance based on agreed measures and timelines; Takes corrective actions when necessary in order to maintain and enhance performance
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