5 Responses

1. Tools

   Hi

   Are you sure you need an assessment tool?

   I would just sit down and have a chat with him/her?

   The easiest ways are sometimes the best!

   Regards

   Steve

    

    

    

2. Competence Framework?

   Hi

   I agree with Steve. A discussion focussing on what the manager does well and what he/she would like to do even better would highlight areas for development. Maybe a good place to start, if you have one, would be your organisation’s competence framework. Where does the manager feel their performance could be enhanced, what do they need to do more of or less of? Which parts of the job are easy and which more challenging – and why?

   Hope this helps. Happy to discuss further if you get in touch.

   Jenny

3. Primer to Conversation

   As a primer to a conversation you might get people to undertake a card sorting exercise using a range of identified skills, tasks or competencies which have been analysed as important to the function they work in. If you contact me on my e mail I’ll send back two different approaches together with instructions and advice for running the sessions.

   My e mail address is: gplatt[at]eef.org.uk

    

    

    

    

4. Scalability & Self-suffiency

   Hi,

   I agree with the posts so far that suggest face to face conversations and the use of competence frameworks to help guide the discussion.

   Our clients use our 360 and 180 assessment tools with their own assessments to measure manager performance and/or behaviours.  This provides a view of strengths and weaknesses of an individual.  Comparision wth benchmarks can also be made against roles or levels.  More recently, our clients have also been adding Development Options to their comptence framework in the software so that Managers are also given some automatic guidance as to what developmental activity they could carry out, based on the scores in their assessment.  (For those without a Competence Framework, we can offer the Chartered Management Institute’s own set for tailoring).

   These development options can be anything from an Amazon reference, a link to a resource on an intranet or a link to a training course on a leanring management system.

   The software also includes on-line Development Plans based on their assessment and this provides and on-going collaborative environment for managers to track and update their development goals. 

   Its all very simple to use and enables managers to get a head start in their thinking and become more self-starting in their development activity.  Often there aren’t enough people to have those conversations all at once, and so an interim plan or starter for ten is useful.

   Let me know if you’d like to learn more.

   Ian.

   http://www.head-light.co.uk

    

5. assessment tools

    If your managers are geographically spread it is going to be difficult and costly to sit with them face to face.

   If you like simplicity, low cost and speed then you can take a look at http://www.attention-manager.com

   It has a couple of modules that you can use for this – simple quizzes and surveys.  You can also send out documents, video, links to internet or intranet pages or even simple instrucitons/suggestions to support the assessments.