Managing Research Projects

Managing Research Projects

ASSESSING YOUR LEADERSHIP CAPABILITIES

The model below is the basis of a 360 degree feedback process used at the University of Warwick. The model is based on six areas of leadership, and for each of these there are eight statements. You can take stock of your leadership capability by rating yourself against each of these forty eight statements, using the following scale:

  1. Strongly disagree
  2. Disagree
  3. Neither agree nor disagree
  4. Agree
  5. Strongly agree
  6. X: Cannot say

The six areas of the model are:

 Vision Score
Extremely well informed about key developments outside and within the University
Understands deeply the priorities of all stakeholders, both internal and external
Articulates a clear and inspiring view of the future direction of their unit
Consistently stands back from the detail and sees the broader strategic picture
Generally thinks and acts strategically rather than simply responding to events
Proactively introduces changes that significantly improve the performance and reputation of their unit
Continually concentrates people's efforts on priority areas
Sets very clear direction, especially in times of change
TOTAL SCORE FOR VISION
 LEADING OTHERS Score
Sets aside time to gain a deep understanding of individuals and their strengths, weaknesses and aspirations
Motivates people skilfully so that they achieve very high standards and results
Demonstrates a deep trust in others and creates a climate where people feel empowered to take responsibility
Builds a collective sense of purpose, with clear and demanding performance goals
Finds appropriate ways to help others to celebrate success, and explicitly recognises good performance
Uses a variety of approaches to lead and motivate different people effectively in different situations
Offers practical help and regular constructive feedback to support the development of others
Chairs meetings or takes a lead in discussions very effectively
TOTAL SCORE FOR LEADING OTHERS
 PLANNING AND MONITORING Score
Agrees clear targets and milestones, and proactively monitors their achievement
Articulates risks clearly and puts plans in place to manage them effectively
Readily understands and draws appropriate conclusions from financial and other information about their unit
Sets in place and utilises very effective systems to monitor progress and performance
Directly tackles issues of under-performance in ways that are both timely and effective
Proactively seeks - and acts upon - feedback from key stakeholders on the performance of their unit
Systematically reviews how things are going, and translates learning points into improved practices
Creates a supportive climate where mistakes can be openly acknowledged and learnt from
TOTAL SCORE FOR PLANNING AND MONITORING
 SELF MANAGEMENT Score
Manages conflict effectively and remains calm in stressful situations
Manages their time very effectively so that they constantly focus on key priorities
Possesses a very good self understanding and a deep awareness of their own strengths, weaknesses, aspirations and values
Makes excellent use of support staff and IT systems to ensure personal effectiveness and efficiency
Acts decisively when under pressure or faced with conflict
Listens attentively to others, and seeks genuinely to take due account of their views
Acknowledges readily and openly when they have made a mistake
Prepared to make unpopular decisions and to address poor performance
TOTAL SCORE FOR SELF MANAGEMENT
 INFLUENCE Score
Says clearly and assertively what they mean while always paying due regard to the sensitivities of others
Takes pains to build consensus with key stakeholders around the best way forward
Creates highly effective working relationships with a wide range of people, particularly those in senior positions
Consciously involves and consults key players at an early stage and builds their preferences into decisions
Uses a variety of approaches, and works convincingly with both logic and emotion, to persuade and influence others
Generally judges effectively when to persist and when to give way
Impresses others, particularly senior people, as someone with gravitas and sound judgement
Presents a compelling case in both one to one and group situations, even when there is opposition to their views
TOTAL SCORE FOR INFLUENCE
 DRIVE Score
Displays very high levels of energy and enthuses others
Shows courage and tenacity to overcome obstacles and criticism
Proactively introduces changes to make step changes in their unit's performance
Readily takes on new challenges, and tackles them with great energy and enthusiasm
Displays great determination and resilience when tackling important challenges or faced with opposition
Consciously creates an environment which inspires people to raise their game and exceed their own expectations
Mobilises human, financial and other resources very effectively to achieve important goals
Demonstrates deep commitment to the long term success of their unit and its people
TOTAL SCORE FOR DRIVE