Informal Signature: LeadershipIndicators

{LeadershipIndicators}

Pattern Index

Intention Hierarchy

Problem	How to measure employee-related leadership properties of an organisational unit.
Context	Leadership is one of the critical success factors in introducing and maintaining a new human resource planning and competency management system. It plays an important role in creating a shared vision, introducing a knowledge sharing infrastructure and giving support for individual development and growth. As ESI companies become more knowledge intensive due to deregulation, it is a succesful interaction beween the employees and management which will give the company a vital competitive advantage.
Forces	Decision making and leadership are becoming more important in the face of deregulation as uncertainty increases and the types of products and services is rapidly evolving. There is a need to measure and continously improve the organisation's intellectual capital as well as its leadership qualities. The use of statistical data as a base for decision making is sometimes overrated by giving a scientific glance to information which may not truly reflect the "truth" due to undersampling, surveyer bais, the nature of management-employee relationships etc.
Solution	Leadership indicators that can be used as properties of organisational units can be categorised in the following groups: How well employees have experienced the possibility of influencing how work is carried out How well employees have experienced clarity in regard to what is expected from them How well employees have experienced the supply of information - degree of employee experienced satisfaction Degree of challenging work assignments as experienced by employees Managerial qualities - experienced by employees Manager's communicative abilities - experienced by employees Employees evaluation summary of management Number of employee performance appraisal and development dialogues carried out Indicators as above are types of data (measurable variables) that can be used to formulate goals for organisational units. Each indicator should be given a reference to a goal of the HRM goals model which it is expected to positively influence.

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Rationale Leadership resources and capabilities of an organisation become measurable, may possibly be followed up more precisely and possibly planned. Leadership factors will be observed and handled like other strategic issues and be recognized as a profession as such.

Consequences By the use of quantifyable indicators, the leadership planning issue at an ESI company will become more manageable. It will be possible to set more precise goals and to follow up attainment of goals and introduce a related reward system for leaders.

Authors Vattenfall AB and KTH, Sweden

Related Patterns Change process patterns
StructuredCompetencyManagementProcesses
IndividualToOrganisationalCompetence
KnowledgeSharingCulture
KnowledgeSharingInfrastructure
Product patterns
This pattern is a sub-pattern of:
EmployeeIndicatorsOrganisationalUnitLevel
This pattern is related to the following product patterns:
CompetencyManagementProcessIndicators
EmployeeAssessmentIndicators
EmployeeAttitudeIndicatorsIndividualLevel
HumanResourceMeasurementConcepts

Related Documents ESPRIT Project: ELEKTRA deliverable; CAROLUS

Hyperlinks

Known Applications Vattenfall AB,. Sweden

Annotations

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Formal Guidelines PatternEvaluation

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Rationale	Leadership resources and capabilities of an organisation become measurable, may possibly be followed up more precisely and possibly planned. Leadership factors will be observed and handled like other strategic issues and be recognized as a profession as such.
Consequences	By the use of quantifyable indicators, the leadership planning issue at an ESI company will become more manageable. It will be possible to set more precise goals and to follow up attainment of goals and introduce a related reward system for leaders.
Authors	Vattenfall AB and KTH, Sweden
Related Patterns	Change process patterns StructuredCompetencyManagementProcesses IndividualToOrganisationalCompetence KnowledgeSharingCulture KnowledgeSharingInfrastructure Product patterns This pattern is a sub-pattern of: EmployeeIndicatorsOrganisationalUnitLevel This pattern is related to the following product patterns: CompetencyManagementProcessIndicators EmployeeAssessmentIndicators EmployeeAttitudeIndicatorsIndividualLevel HumanResourceMeasurementConcepts
Related Documents	ESPRIT Project: ELEKTRA deliverable; CAROLUS
Hyperlinks
Known Applications	Vattenfall AB,. Sweden
Annotations