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What if you could identify who has the potential to be a great leader before promoting them into a management position? PsychTests AIM Inc. (2011) designed the Leadership Potential Assessment (LEAP) to measure whether an individual has the right attitudes, behaviors, and skills to be an effective leader. Using 100 likert-type and situational items, respondents rate themselves on traits and personal characteristics while the situational items ask them how they view or relate to certain organizational situations (PsychTests AIM, 2011). This particular assessment stood out as I see many managers struggle with recognizing potential leadership characteristics when hiring for new roles or succession planning for future roles. Cohn and Moran (2011) note that many leaders evaluate candidates using a backward-looking process by asking individuals how they performed in their previous roles. However, this type of investigation isn’t necessarily predictive of a candidate’s potential in a new role. Using an assessment tool could aide leaders in exploring what individuals have to offer their organizations. I can also see how with practice, a tool would help train leaders on what leadership potential looks like within their departments.
The assessment is consistent with the trait-approach to leadership and provides an overall leadership aptitude score along with three subfactor scores for transactional leadership, transformational leadership, and leadership potential (PsychTests AIM, 2011). The assessment can be easily taken online and results are available immediately. In addition, the internal consistency reliability scores were within an acceptable range and the items appear to adequately test leadership aptitude. The overall assessment is very intuitive and thus leaders can easily interpret the results without needing in-depth training. However, the assessment lacks data on content, construct, and criterion validity. In addition, Zaccaro (2007) explains that leadership is complex and so multiple leader attributes and trait approaches to leadership are needed to reflect this reality. More data on validity could help ensure the items are reflective of the nature of leadership potential.
The authors of the assessment suggest the tool would be effective in pre-employment testing. I can see how this newer tool could help identify areas and confirm a hiring manager’s impressions of a particular candidate. Whether we are hiring supervisors, coaches, or university presidents the same fundamental leadership building blocks come into play (Cohn & Moran, 2011). While more data is needed, I do think using this assessment could be tested within an organization looking to develop succession plans. By adding LEAP to their current processes, they could help validate whether the items accurately measure their assumptions for individuals they are looking to promote.
What are some ways we can assess leaders or potential leaders within organizations? Why is assessment important?
References
Cohn, J. & Moran, J. (2011). Why are we bad at picking good leaders? A better way to evaluate leadership potential.Hoboken, NJ: John Wiley & Sons, Inc.
PsychTests AIM, Inc. (2011). Leadership Potential Assessment.
Zaccaro, S. J. (2007). Trait-based perspectives of leadership. American Psychologist, 62(1), 6-16. doi:10.1037/0003-066X.62.1.6
