Leadership & Professional Development Assessment

The Performance Model

The Performance Model is a framework developed by Carl Harshman to describe the factors that impact individual and organizational performance. It provides a comprehensive view of the elements that drive effectiveness in the workplace.

The model identifies the key components that influence how people perform in their roles, including motivation, attitudes, knowledge, skills, and the organizational environment.

Understanding these components allows leaders and consultants to diagnose performance issues more accurately and design interventions that address root causes rather than symptoms.

The Performance Model has been used with hundreds of organizations over the past 30 years to improve individual, team, and organizational effectiveness.

Assessing Motivation & Attitudes:
Inventory for Work Attitude and Motivation

The Inventory for Work Attitude and Motivation (iWAM), published by jobEQ, is a unique tool for assessing an individual's motivation and attitude in a defined context. We have been using the iWAM with clients for about 25 years.

In assessing motivation and attitude, context is important. In the iWAM, the broadest context can be job or work. It is also possible to define a more specific context such as executive, sales manager, educator, etc. Since motivation and attitudes may shift with context (we may not be motivated in the family context the same way we are at work), understanding the context is key to understanding the results.

The iWAM can be used with individuals, two people (comparison), teams, and organizations. There is a unique report for each.

The client or client organization can choose the kinds of reports they want in their reports and can even use different report combinations for different groups.

The iWAM has been used in selection, individual development, team development, and an entire organization.

The power of the iWAM rests in two key factors:

1. It is a powerful predictor of performance when the performance of a group (e.g., engineering managers, production managers) in an organization is analyzed and differences between high and low performers is understood.

2. In the graphic below, the iWAM is "upstream" from the decision-making, action, and emotional components of performance which means they will impact everything "downstream"

In addition to an assessment report and interpretation, each iWAM participant receives an iWAM Resource Guide and an iWAM analysis form which can be used to explore the potential assets and potential liabilities of your motivation in a present position or one you plan to pursue in the future.

For more information about the iWAM and motivation, see: https://www.iwaminstitute.com.

Here is where the iWAM assessment fits in the Performance Model.

Leadership Behavior and Effectiveness

The LEA 360 Development Report (Behaviors)

The Leadership Effectiveness Analysis 360º survey (LEA 360), published by the Management Research Group, is a well-established, global, US-normed survey of leadership behaviors.

The LEA 360 measures 22 leader behaviors grouped into six core functions. It is a flexible assessment tool for use in a broad variety of engagements, including:

• Coaching
• Team Development
• High Potential Selection and Development
• Succession Planning
• Mergers and Transitions
• Culture Shifts
• Candidate Selection

With individual, multi-rater, and organizational impact versions of the assessment, the LEA™ Suite will help you:

• Identify leadership practices needed to achieve your organization's strategic goals
• Understand leadership behaviors currently in practice and the gaps with desired state
• Provide relevant, insightful feedback to leaders from a variety of observers
• Build action and accountability into the leadership development process
• Provide constructive coaching suggestions for key areas of leadership development
• Assess a candidate's potential for leadership positions

The LEA assessment functions as one of the cornerstones of leadership development programs and provides you with the information to overcome key challenges from, developing individuals, to succession planning in key positions, and to influencing shifts in organizational culture.

LEA Impact Report (Effectiveness)

Organizations can choose to generate an LEA Impact report, a choice we highly recommend given the nature and value of the report.

As part of the LEA 360™ assessment, the observers (e.g., boss, peers, direct reports) are given the opportunity to respond to effectiveness questions in order to provide additional developmental feedback to the individual. Each Impact survey question measures an area of management or leadership in which the individual has the opportunity to make a significant impact on your organization.

LEA Resource Guide

The LEA Resource Guide is provided with every individual report. The Guide is a valuable resource for getting a deeper understanding of the 22 behaviors as well as some recommendations if you want to adjust (up or down) a behavior.

The latter portion of the guide contains a wealth of information about the relationship between and among various behaviors. This information is very useful in crafting a development strategy and plan.

Here is where the LEA behaviors and impact survey results fit in the Performance Model.

Additional Assessments

Whether through Harshman & Associates or our strategic partners, we have a variety of additional assessments available. For example, in one high-potential program, our strategic partner provides two cognitive and a personality assessment.

If you are interested in any assessments other than the iWAM and LEA 360 (e.g., we have a standardized sales performance survey from MRG), let us know (use the Contact page).