Activity 9: Leadership Practices Behavior Feedback INDIVIDUAL DOCUMENT: Each student must submit

Activity 9: Leadership Practices Behavior Feedback
INDIVIDUAL DOCUMENT: Each student must submit the completed form on KING-LMS.
FILE NAME (Follow this naming convention for submission): A9_StudentID_FirstName_LastName
Pair up with another member of your team. There will be a group of three if your team has an odd number of people.
Rate yourself in the “Your score” column on the Leadership Practices Behavior Ranking sheet.
Rate your partner in the “Partner score” column on the new Leadership Practices Behavior Ranking sheet.
Discuss the results.
Submit the completed Leadership Practices Behavior Ranking sheet and the Behavior Assessment on KING-LMS on the due date (see syllabus).
NOTE: If you did not receive your team member’s feedback, ask another class member to rate you.
DIRECTIONS ON HOW TO COMPLETE THE FORM:
In the Order Column, first rank yourself on the Leadership Practice Behaviors, list these scores in Column 1 (Your score).
Then transfer the scores your partner ranked you on the Leadership Practice Behaviors in Column 2 (Partner score).
Leadership Practices Behavior Ranking
Your score
Partner score
Score (+/-)
LEADERSHIP PRACTICE BEHAVIORS
Rank the behaviors from Highest (1) to Lowest (30).
14
1. Seeks out challenging opportunities that test skills and abilities.
29
2. Talks about future trends that will influence how work gets done.
15
3. Develops cooperative relationships among the people he/she works with.
22
4. Sets a personal example of what to expect from others.
6
5. Praises people for a job well done.
13
6. Challenges people to try out new and innovative approaches at work.
23
7. Describes a compelling image of what future could be like.
25
8. Actively listens to diverse points of view.
5
9. Spends time and energy on making certain that the people work with adhere to principles and standards that have been agreed on.
21
10. Makes it a point to let people know about confidence in their abilities.
12
11. Searches outside the formal boundaries of organization/community for innovative ways to improve what we do.
28
12. Appeals to others to share an exciting dream of the future.
16
13. Treat others with dignity and respect.
24
14. Follows through on the promises and commitments made.
4
15. Makes sure that people are creatively rewarded for their contributions to the success of projects.
30
16. Asks, “What can we learn?” when thing do not go as expected.
7
17. Shows others how their long-term interests can be realized by enlisting in a common vision.
27
18. Support the decisions that people make on their own.
8
19. Clear about his/her philosophy of leadership.
10
20. Publicly recognizes people who exemplify commitment to shared values.
11
21. Experiments and take risks even when there is a chance of failure.
26
22. Builds consensus around a common set of values for running the group.
9
23. Gives people a great deal of freedom and choice in deciding how to do their work.
3
24. Makes certain that we set achievable goals, make concrete plans, and establish measurable milestones for the projects and programs that we work on.
18
25. Finds ways to celebrate accomplishments.
17
26. Asks for feedback of how his/her actions affect other people’s performance.
2
27. Speaks with genuine conviction about the higher meaning and purpose of the work.
19
28. Ensures that people grow in their jobs by learning new skills and developing themselves.
1
29. Paints the “big picture” of what we aspire to accomplish.
20
30. Gives the members of the team lots of appreciation and support for their contributions.
Reference: Kouzes, J. M., & Posner, B. Z. (2017). The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. 6th ed. Somerset: John Wiley & Sons, Incorporated.
Behavior Assessment
What surprised you?
What practices were rated considerably higher and lower by the other person than your previous document?
CONSIDERABLY HIGHER:
CONSIDERABLY LOWER:
What actions do you plan to take if any?
13