With so many assessment options out there, clients can come up with a wide range of questions. Here is an overview of the most frequently asked questions and the answers we provide. The answers provided are articulated so that you can cut/paste them into an email to your client and edit them as you see fit. In the end, this is your client and your business.
Specific answers are shared hereunder, and more information is provided in the GLA elearning in Module 1 – Research & Preparation
What if clients/leaders say that / ask if ...
Some competencies do not apply to them?
Though the 15 GLA360 competencies are made by organizational leaders for organizational leaders, not all competencies are equally important to all leaders and their job responsibilities. So, if leaders (or clients) feel that one or more specific competencies do not apply to them, they may choose to concentrate on more relevant areas for their development. Leaders will have enough important areas to choose from for their development.
An effective analogy to illustrate this is the approach professional athletes take toward proven diet and fitness programs. Just as athletes and their coaches tailor their fitness regimes and diets according to their unique needs and goals, leadership development programs are also individualized to suit the unique needs and goals of each leader. This personalized approach makes leaders feel valued and understood in their development journey.
In this respect, organizational leaders are akin to professional athletes – while the GLA360 assessment can be considered a comprehensive leadership fitness assessment, it may not apply uniformly to every leader. Thus, it is essential to focus on personalizing the assessment debrief to suit a leader's specific situation and requirements. By doing so, individuals can optimize their growth and development in areas that are most relevant to them.
Thinking Globally does not apply to them?
We recognize that some clients may feel that questions related to thinking globally do not directly apply to them, especially if they are primarily focused on a specific market such as the U.S. However, it is essential to consider that no country or business functions in isolation, and every organization is part of an interconnected and competitive global business environment. Developments and innovations in technology, such as Google, Amazon, and AI, influence businesses everywhere, irrespective of their location, size, and charter.
The inclusion of questions addressing thinking globally, like helping others comprehend the impact of globalization and making decisions incorporating global factors, aims to highlight the interconnected nature of businesses around the world. Even organizations focusing on specific markets stand to benefit from understanding the broader global landscape, as changes and trends in other countries can directly or indirectly affect their performance.
When clients express such concerns, it provides insight into their current proficiency in global and strategic thinking rather than the relevance of the competency for their leaders. By acknowledging this perspective, leaders can work towards enhancing their global understanding, ultimately benefiting both the individual and the organization.
Survey items can be edited, added, or deleted from the GLA survey
The objective of using 360 assessments, like the Global Leadership Assessment (GLA), is to compare a leader's effectiveness to a benchmark norm group by carefully defining and testing survey questions (items) for validity and reliability. This is a research-intensive process to ensure that assessments are robust, relevant, and effective. Therefore, it is not possible to edit, add, or delete questions from those assessments, as alterations would compromise the reliability and validity of the assessment results and impair its effectiveness in leadership development.
To ensure the integrity and efficacy of the leadership assessment results, the GLA survey items cannot be changed. However, the GLA does include three verbatim questions at the end of the survey, which provide respondents the opportunity to share any feedback, suggestions, or comments for the leader.
The GLA is relevant for government agencies, nonprofits, or NGOs
The Global Leadership Assessment (GLA) is designed to evaluate leadership effectiveness in a globalizing business environment and assesses 15 different competencies, which are essential for effective leaders across various sectors and contexts. The GLA research includes companies, government organizations, and NGOs on six continents (details at GLA360 Research - Global Coach Group). As the GLA addresses crucial leadership attributes and behaviors, such as holding people accountable for results, sharing leadership, thinking globally, developing people, and building partnerships, it is indeed relevant for all types of organizations that value their employees, aspire to support the development of their leaders, and build effective team cultures. These leadership competencies are applicable across a diverse range of organizations, encompassing for-profit companies, government organizations, not-for-profit organizations, and NGOs. The GLA delivers a comprehensive evaluation that supports the growth and development of effective leaders tailored to various organizational contexts and environments. The GLA has been used at the United Nations, World Bank, ministries, military, hospitals, and religious organizations, just to name a few.