I am considering using the relatively new Transformational Leadership Questionnaire (TLQ) 360 feedback tool as part of a leadership programme for NHS senior managers. Does anyone have any experience (good/bad) of using the tool and any suggestions on how to avoid pitfalls and get the most from the exercise?
With thanks.
Paul Bedwell
5 Responses
Education Leadership
Have a look on http://www.ncsl.ork.uk. The school leadership college has used this tool extensively for quite a while. If you are working with professional leaders it will be very useful generally – it is a great site. There are many leadership development case studies on there and they are practical and easy to pick up ideas from.
It is all in the feedback
We are finding it very helpful for local government senior managers. The online process works well, with occasional technical challenges for IT regarding internet access for managers and raters.Ensure sufficient facilitator capacity. The questionning and reflection are a key part of the debriefs & are the most valuable and sometimes challenging. LRDL have been very supportive throughout our project.
TLQ in NHS
Paul
Some of the orginal research was done in the NHS by Bev Alimo Metcalfe and John Alban Metcalfe from the University of Leeds Nuffield Unit. Indeed this research is the most thorough on leadership anywhere in the world to date and thus the 14 TLQ scales can have real meaning and applicability
For some more details have a look at their website http://www.lrdl.co.uk
Practically – the computerised version (rather than paper) makes sense – raters can then do it easily on line and the results flow more quickly.
Using the TLQ (like any other 360) just gives you an output and thus we are left with the “So What” question. LRDL require that accredited practitioners have at least one 2 hr feedback session once the results are in to provide some interpretation
The TLQ feedback offers some ideas through their IRIAM methodology as to development pathways.
For me it is a useful starting point with some objective feedback and then have a minimum of one good coaching discussion as to what to do about the results.
IMHO, best results (for any 360) are when used within the framework of a wider executive coaching programme and the possibility of two TLQs – one at start and another a year later – which is a useful way to demonstrate an ROI on the process
Contact me if you want to discuss more.
Steve
Thanks…
Thanks Steve. Agree entirely with your thoughts and your last paragraph is exactly the context we’re considering. You might be interested in:
http://libraries.nelh.nhs.uk/healthmanagement/viewResource.asp?categoryID=4033&dg=59&uri=http%3A//libraries.nelh.nhs.uk/common/resources/%3Fid%3D64789#wherecan
http://www.centrex.police.uk/ntmg/2004/Beverly%20Alimo%20Metcalfe.ppt
of the couple I’ve turned up recently.
Regards, Paul
TLQ
Paul
Thanks for your response.
Am aware of Centrex work as we are preferred suppliers to them for Exec Coaching and Leadership development etc
FYI – have a meeting at LRDL on Thursday with John Alban Metcalfe so email me at sgorton@enablingdevelopment.com if there are some specifics you’d like me to raise.
Steve