■ 360 feedback evaluation technology
The 360-degree evaluation feedback technology used in the enterprise's own leadership survey is generally based on the core leadership model of the enterprise and designed with reference to the general leadership model of the market and industry. According to the general operation mode of 360-degree feedback technology, in the form of questionnaire, the boss, colleagues, subordinates and themselves of the assessed are evaluated and scored according to the standards, and then all the evaluation results are summarized and statistically analyzed.
The above three kinds of evaluation tools have their own strengths and play different functions in leadership surveys. The evaluation of psychometric and scenario simulation techniques focuses on the basic personality tendency and basic behavioral dynamic characteristics, especially the deep-seated demand tendency and motivation structure of the assessed, that is, the evaluation focuses on management and leadership potential, which belongs to the deep-seated elements of the "behavioral dynamic system"; 360 feedback technology mainly focuses on the evaluation of behavior ability and behavior tendency, which is closely related to the standard of enterprise core leadership model, and more focuses on the evaluation requirements of enterprise strategy and culture and the behavioral ability requirements for competent work.
Finally, all the above evaluation results are summarized and analyzed in a unified way, and a written report on each individual's personal leadership evaluation results is drawn up.
Analysis of individual and team leadership
The analysis of personal leadership mainly analyzes personal personality type, leadership style type, role tendency, ability quality structure and behavior ability level. The focus of the analysis is to clarify the strengths and weaknesses of individual competence, and at the same time, according to the core leadership model of the enterprise and the current job positioning requirements of the individual, lock in the "short board" of everyone's ability and the specific behavioral ability gap.
The analysis of team leadership is to analyze the personality type, the combination and matching of behavior style and role orientation, the ability quality structure and the horizontal distribution of specific behavior ability elements of each management team according to the organizational structure and team function orientation of the enterprise. Specifically including:
● Matching degree analysis of team members' personality and style orientation: including combination analysis of team members' personality types, combination analysis of team members' personal leadership style and personal role orientation, advantages and disadvantages of team members' overall personality combination, etc.
● Analysis of the quality structure of team ability: analyze the level of team ability item by item according to the core leadership model of the enterprise, and find out the deficiency of the leadership team's behavior ability and the relative gap of each specific behavior ability.
Finally, the analysis results of personal leadership and team leadership are sorted into personal leadership analysis report and team leadership analysis report respectively.
According to the analysis results report, prepare for the next step of making the development plan of enterprise "leadership", including the following contents:
● Screening out the personnel with generally low evaluation index of leadership potential, and further analyzing and evaluating the possibility, cost and value of their training;
● Screening out the outstanding individual leadership evaluation indicators;
● Identify those team members whose personality types and role tendencies have fatal conflicts with the team. It should be noted that members who have beneficial heterogeneity with team members are not included;
● Find out those team members whose personality type, role orientation or personal advantages, ability and quality can't complement the team, or find out the relatively redundant "homogeneous" personnel in the team from the ability and quality structure;
● Finally, the shortcomings of team leaders are compared and analyzed horizontally. According to the results of previous work, complementary teams and standby personnel can be found to supplement the shortcomings of the team. According to the evaluation results of personal leadership style and role positioning, the feasibility and direction of personnel flow are analyzed.
Formulate the development plan of enterprise leaders.
Enterprise leadership development planning includes two modules: individual leadership development planning and team leadership development planning, and its planning basis mainly comes from two aspects: one is the demand of enterprise development strategy for human resources development and enterprise core leadership model, and the other is the comprehensive analysis result of enterprise leadership survey.
■ Personal Leadership Development Plan
Personal leadership development plan mainly includes the following contents:
● Personal adjustment plan
According to the investigation and analysis of personal leadership, different positions need to be adjusted for different types of personnel: those who do not have leadership potential and training value should be transferred from management positions to maintain their current positions or make demotion arrangements; For "potential talents" with great development potential and high training value, job rotation or promotion will be arranged as soon as possible according to the enterprise situation; For "ability-limited talents" with little room for leadership development, we should try our best to maintain good jobs and plan to give corresponding incentives to maintain their high performance.
● Short-term (annual) personal leadership training plan
The short-term training plan is mainly based on the needs of the job and the "short board" of personal leadership, and a targeted ability improvement plan is formulated.
First of all, according to the results of personal leadership survey, professionals or superior leaders give feedback and communication guidance on the evaluation results. The main content of feedback is the 360 evaluation result based on the enterprise core leadership model design, especially the "short board" of leadership as the key content of feedback counseling.
Secondly, we should make follow-up and counseling plans, focusing on the actual performance of the work, which can be combined with the performance management of the company and the performance interview conducted by the boss.
Third, it is necessary to make a short-term training plan for management and leadership improvement courses, including not only external training, but also targeted internal training, capacity improvement seminars and corporate strategy and culture seminars.
● Long-term development planning of personal leadership
The long-term development plan of leading individuals should be unified with the overall plan of enterprise employees' career development and the long-term reserve plan of enterprise backbone talents, which can include: individual jobs and departmental rotation plans; Enterprise management counseling program; Long-term training programs to improve management and leadership skills, such as studying EMBA and attending a series of management training courses.
■ Team Leadership Development Plan
Team leadership development plan mainly includes the following contents:
● Team personnel adjustment plan
According to the survey results of enterprise leadership, the optimization team optimizes the composition of team members and role combination mainly according to the complementarity of leadership style and ability advantages of leadership team members. Leading teams in different departments can make appropriate adjustments and flows to supplement special talents and make up for the lack of team leadership.
● Team leadership improvement training and consulting plan
According to the optimized and adjusted team leadership structure and level, formulate targeted team development plans and leadership improvement training plans. This step plan needs to be closely combined with the personal leadership development plan to find a relatively reasonable balance between personal development needs and organizational development needs.
The leadership planning made through the above four steps will help enterprises systematically improve the leadership of employees, thus providing traction guarantee for the smooth realization of enterprise human resources planning. There are still many places to be supplemented and improved in this research and practice, and we will continue to pay attention to the research and solution of these problems.
Above, maybe I can give you some hints.