Benefits and Uses of
the
Dimensions of Leadership Profile
The Dimensions of Leadership
Profile can be used to assess leadership styles, leadership
needs, and situational leadership expectations from
multiple points of view:
Assess Myself as a Leader
(self assessment) : Identify how one sees
him/herself leading in their current environment or
situation. Depending on the specific point of
view, the assessment can help the respondent identify how they
see themselves behaving. It may help clarify any
problems they are having as a leader or explain why their
current leadership approach may not meet all the needs
they are trying to address. Alternative focus points for
a self assessment include:
-
How I see myself in a
particular role
-
What type of leadership do I
think is required of me
-
The kind of leadership I
offer to this person, team, department, or
organization
-
How I would like to behave as
a leader
Assess Another Person as a Leader
(360-feedback): These profiles may not be the
same, thought more often than not they will reveal similar
themes. It can be used for feedback and comparison to
determine whether the leader's perception significantly
differs from those of others. Alternative focus
points for assessing a leader include:
Assess The
Leadership Needs
of a Situation: Determine what kind of leadership is needed
for a particular group, organization, or situation. The assessment may
help in selecting a leader by focusing decision
makers on the leadership characteristics most desired. When
a group is dissatisfied with a leader, the instrument
is a tool for helping them see what they actually want.
When the focus point is the leadership needs of a situation,
one can bring to mind the issues and challenges a leader must
address in that situation, followed by completion of
the assessment. Alternative questions or focus points for
assessing the leadership needs of a situation:
-
What kind
of person is most likely to address this situation
successfully?
-
What
approach is needed in this situation?
-
What does this team or situation need right
now?
The
Ideal Leader: Discover the leadership qualities
we desire in others.
From this point of view, the
assessment can help identify our personal expectations
of leadership and the type of leader we are
willing to follow. When several people complete the instrument
with the same focus, it offers a means for seeing how their
expectations compare.
Once we understand how to use
and interpret the Dimensions of Leadership Profile,
it may be useful to look at a situation from mulitple points
of view. The following chart describes some of the more
common comparisions and interpretations of multiple points of
view.
| Points of
View |
Focus of
Interpretation |
| Leader's Profile on the
Situation versus Follower Profiles on the Situation |
The extent to which leader and followers
view situational requirements similarly and what the
differences mean.
Areas where needs are not currently
being met and whether the leader can or wants to develop
capability in the area.
What alternatives are open to the leader
who dcides he/she cannot meet all the identified
needs. |
| Leader's Profile on Him/Herself versus
Follower Profiles on the Leader |
The extent to which leader and followers
view the person's leadership similarly and what the
differences mean.
Areas of different perceptions where the
leader seeks to understand how he/she is being received,
and deciding whether a change of behavior is called
for. |
| Follower Profiles on the
Situation verus Follower Profile on the Leader |
The extent to which the leader is
perceived as meeting the requirements of the
situation.
Areas of disagreement where the leader must decide what
they mean (e.g., follower perceptions are wrong, follower
is unique, leader needs to do a better job of
meeting the requirements of a situation, leader needs to
change approach, etc.).
What alternatives are open to the leader
who recognizes she/he is not meeting all the identified
needs. |
| 
