Arohi Shah

8/16/2013

THE EXTRAORDINARY

LEADER
Participant Feedback Report

Interpretation Guide

The Extraordinary Leader Assessment

This is a short form version of the Extraordinary Leader Assessment. Typically, we include data from managers, peers, direct reports and others in the feedback report. This report is only your self-assessment.

Section 1: Overall Leadership Effectiveness

This section provides an overall evaluation of your leadership effectiveness. The higher your score the higher your perceived effectiveness. You can compare yourself to 35,000 others doing this self- assessment by looking at the 75th and 90th percentile norms.

In the example above this person rates themselves very low in terms of their overall leadership effectiveness.

Section 2: 16 Differentiating Competencies Summary

This section provides feedback on the five broad dimensions of our 16 differentiating competencies. Use this section to identify the competencies where you feel you have a strength. This section might also provide insight into competencies where you feel you need significant improvement.

Interpretation Guide (Continued)

Section 3: Employee Commitment Index
This section provides an assessment of your current level of satisfaction, engagement and commitment in your job. If you love your job and enjoy going to work you should score above the 75th percentile. If you are frustrated at work or find work boring you will probably find a much lower score. You can see how you compare to others on each of the five questions that assess your commitment.

What do I do with these results?

In our research we found that Extraordinary Leaders differentiated themselves from others by standing out on a strength. When a strength is at or above the 90th percentile it really stands out. Because selfassessment results differ from the results generated from others it is difficult to determine how effective you truly are on any of these competencies. What the assessment should help you determine is competencies where you feel you have strength. To take a strength and make it even stronger, utilize the companion behaviors identified in the Making Yourself Indispensable article. Companion behaviors provide you with the insight on action you can take to build a strength. After looking at all the companion behaviors, we recommend selecting two that would help you in your current situation to perform better. Now write a plan of action you would take to improve.

Interpretation Guide (Continued)

Example of a development plan for improvement
If, for example, I selected the competency of Honesty and Integrity for improvement, it might be difficult for me to think about how to improve because I am already being honest and acting with integrity. When I look over the companion behaviors I select Assertiveness as a behavior that may help me to improve. While I am very honest, I tend to sit back and not assert myself. I can think of several situations where other people move forward making decisions that I believed did not reflect our values but I said nothing. Being more assertive will help me to demonstrate to others my honesty and integrity.

Arohi Shah

Section 1: Overall Leadership Effectiveness

Section 1: Overall Leadership Effectiveness

The overall leadership effectiveness gives you an index that measures your overall leadership capability. It is the average of all 20 survey items.

Legend
Response
5 4 3 2 1

Description
Outstanding Strength - Top 10% Strength - Top Quartile Competent - Good Performance Needs Some Improvement - Inconsistent Performance Needs Significant Improvement - Poor Performance

Symbol

Norm
Extraordinary Leader 75th Percentile Norm Extraordinary Leader 90th Percentile Norm

Leadership Effectiveness Index

Rater Self Score 1 4.35
2 3 4 5

Copyright 2013 Zenger Folkman

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Arohi Shah

Section 2: 16 Differentiating Competencies Summary

Section 2: 16 Differentiating Competencies Summary

These 16 differentiating competencies were found to be the best differentiating factors that predicted the best versus the worst leaders.

Legend
Response
5 4 3 2 1

Description
Outstanding Strength - Top 10% Strength - Top Quartile Competent - Good Performance Needs Some Improvement - Inconsistent Performance Needs Significant Improvement - Poor Performance

Symbol

Norm
Extraordinary Leader 75th Percentile Norm Extraordinary Leader 90th Percentile Norm

Character
Score 1
2 3 4 5

Character
Displays High Integrity and Honesty

5.00 5.00

Personal Capability
Score 1
2 3 4 5

Personal Capability
Technical/Professional Expertise Solves Problems and Analyzes Issues Innovates Practices Self-Development

4.20 4.00 4.00 5.00 4.00

Focus on Results
Score 1
2 3 4 5

Focus on Results
Drives for Results Establishes Stretch Goals Takes Initiative

3.75 3.00 3.50 5.00

Interpersonal Skills
Score 1
2 3 4 5

Interpersonal Skills
Communicates Powerfully and Prolifically Inspires and Motivates Others to High Performance Builds Relationships Develops Others Collaboration and Teamwork

4.33 4.00 4.00 4.00 5.00 5.00

Leading Change
Score 1
2 3 4 5

Leading Change
Develops Strategic Perspective Champions Change Connects the Group to the Outside World

5.00 5.00 5.00 5.00

Copyright 2013 Zenger Folkman

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Arohi Shah

Section 3: Employee Commitment Index

Section 3: Employee Commitment Index

This section displays the detailed results for the Employee Commitment Index, which measures the extent to which you are satisfied and motivated in your job. The results for each item are sorted from the most positive to the least positive.

Legend
Response
5 4 3 2 1 Strongly Agree Agree Neutral Disagree Strongly Disagree

Description

Symbol

Norm
Extraordinary Leader 75th Percentile Norm Extraordinary Leader 90th Percentile Norm

Employee Commitment Index

Rater Self Score 1 4.00
2 3 4 5

Response Frequency
1 2 3 20% 4 60% 5 20%

53. I rarely think about quitting my job to go to a different organization.

Rater Self # 1 Score 1 5.00
2 3 4 5

Response Frequency
1 2 3 4 5 100%

50. I feel confident that this organization will achieve its strategic goals.
Rater Self # 1 Score 1 4.00
2 3 4 5

Response Frequency
1 2 3 4 100% 5

51. My work environment is a place where people want to go the extra mile.
Rater Self # 1 Score 1 4.00
2 3 4 5

Response Frequency
1 2 3 4 100% 5

52. I would recommend this organization as a good place to work.

Rater Self # 1 Score 1 4.00
2 3 4 5

Response Frequency
1 2 3 4 100% 5

54. All in all, I'm satisfied with this organization as a place to work.
Rater Self # 1 Score 1 3.00
2 3 4 5

Response Frequency
1 2 3 100% 4 5

Copyright 2013 Zenger Folkman

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