Do your psychometric tools link the multi-rater feedback process to enable leaders to work on their Interpersonal aspects? When you think about people who exemplify leadership – historical figures, contemporary standouts, or people in your Organisation – do the word generic or cookie-cutter come to mind? Probably not. Most likely, one can describe unique aspects of their leadership style that help them succeed. Two equally successful leaders may follow two very different paths to leadership.

Do You Want to Become an Effective Leader?

Everything DiSC 363 for Leaders is a multi-rater assessment and profile that is designed to give participants feedback on their leadership performance and describes a rich spectrum of behaviors called 8 Approaches and 24 practices to Effective Leadership. This program focuses on the effectiveness of leadership skills. This model is based on DiSC, a simple yet research-based tool that’s been helping people to connect better for over 40 years. Using multi-rater feedback and your self-assessment (i.e DiSC Style), this program will help participants identify which aspects of the eight approaches are / her strength – those that you use most frequently – and which areas they might benefit from developing further. Participants have the opportunity to elevate their leadership effectiveness by-

• Understanding how others see you as a leader;
• Exploring your tendencies on the eight approaches
• Learning three strategies to become a more effective leader.

Everything DiSC 363 for Leaders V/s DiSC Style

The 363 ratings are compared to the expected performance for leaders with their DiSC Style. The major tendencies that the program looks for are Expected & Unexpected Strengths and Challenges. This Analysis helps to do the complete SWOT analysis based on the rating received by the rater to identify participants’ strategies to work upon their interpersonal aspects of leadership styles. It also indicates how raters saw the participant on each approach, by questioning – 1. Does participant DiSC Style seem to be affecting how his rater sees her/him? 2. What might be the best areas of focus? 3. What other factors might be influencing his rating? Assessment Process – Although there is some overlap in the assessment experience for both of these participants, they are different.

THE LEADER ASSESSMENT EXPERIENCE

Leaders first complete an Everything DiSC personality assessment, using adaptive technology to increase scoring certainty. Results from this portion of the assessment are not directly communicated to leaders in the profile, however, are reflected in their narrative feedback. On the other hand, leaders are presented with 72 leadership behavior statements where they are asked to rate how often they demonstrate that behavior on 7 points Likert Scale. Results from this assessment are used to calculate self-assessed performance scores on each of the 8 Approaches and 24 practices. In this case, the rater also responds to these same statements.

THE RATER ASSESSMENT EXPERIENCE

Raters are presented with 72 leadership behavior statements with regard to the leader. The obtained result from this portion of the assessment is used to calculate rater-assessed performance scores. Raters are also presented with 24 leadership behaviors and are asked if they would like to see the leaders demonstrate these behaviors more often. Additionally, participants are given the option to select pre-written comments to give to the leader. The leader can see the comments chosen by the raters, and the three behaviors that are requested most often are suggested as developmental areas. Since this survey does not involve the development of scales and is pretty straightforward, the validation report doesn’t solely focus on it. Reliability and Validity of Everything 363 for leaders as a tool – “We live in a world of Imperfections; and we apply this to the psychometric tools as well. No psychometric tool is perfectly reliable or perfectly valid. All psychometric instruments are subject to the source of error.

Consequently, it is more appropriate to ask, “What validates the reliability of this tool?” than, “Is this tool reliable?’ With the sample size of 480 leaders and a total number of 3,043 raters, the Everything DiSC Leadership Model demonstrated good-to-excellent internal consistency, under Cronbach’s Alpha, the degree of correlation as a specific number, which typically varies between 0.0 and 1.0. When testing was done each approach in the 363 for leaders assessment contains nine items, and each practice contains three items, it was found that the median alpha on the approach scales was .95 for individual raters and .90 for leaders. The median reliability on the practice scales was .89 for individual raters and .80 for leaders. These results also suggested that the rater-generated scales on the 363 for leaders assessment demonstrate excellent reliability. On the other hand, Multidimensional Scaling (MDS), is a highly useful tool for examining the fit of the data to the conceptual Model. First, this technique allows for the visual inspection of the relationships among the eight approaches scales or the 24 practice scales. Second, this technique makes it possible to look at all of the scales simultaneously. According to this, scales that are plotted closer together have a stronger positive relationship. Scales that are farther apart are more dissimilar. When the approach scales were arranged so that is expected by the Everything DiSC Leadership Model. Although the Eight scales do not form a perfectly equidistant circle (as predicted by the model), this theoretical ideal is nearly impossible to obtain with actual data.

CORRELATION WITH THE DiSC SCALES

The Everything DiSC assessment includes eight scales that each measure a personal disposition, as shown in the below table. In the Everything DiSC Leadership model, each of the eight approaches corresponds to one of the eight DiSC Scales. Everything DiSC 363 for Leaders, is a dynamic tool to elevate effective leadership as it Strategies to improve their leadership effectiveness; Clear visuals and conversational narrative style to interpret data effectively; Focused, balanced, and constructive feedback that allows for growth and learning.