Wouldn't the choice of instrument with which to measure leadership skill be a function of the purpose and form of leadership? Four articles that explore these issues are at http://www.adb.org/publications/leading-workplace, http://www.adb.org/publications/exercising-servant-leadership, http://www.adb.org/publications/distributing-leadership, and http://www.adb.org/publications/leading-top-talent-workplace. To note, the first of these articles reproduces the results of a 2003 Chartered Management Institute survey on desired leadership attributes and skills (at different organizational levels).

Hi Norasmah,

There are numerous leadership instruments for various leadership skills.  Not sure which specific instrument you need.  Following are some instruments / survey questionnaires to measure leadership skills for your consideration:

1) Multifactor Leadership Questionnaire (MLQ) - by Bass & Avolio (1985)

2) Transformational Leadership Questionnaire (TLQ) - by B. M. Bass

3) Transformational Leadership Behavior Inventory (TLI) - by Podsakoff, MacKenzie, Moorman & Fetter (1990)

4) Global Transformational Leadership Scale (GTL) - by Carless, Wearing & Mann, (2000)

5) Student's Leadership Practices Inventory (LPI) - by Kouzes & Posner (1998)

6) Leader Attributes Inventory (LAI) - by Warner Burke (1994)

7) CK Scale of Charismatic Leadership - by Conger, Kanungo, Menon & Mathur (1997)

8) Collaborative Leadership Self Assessment Questionnaire - by TurningPoint

9) Leadership Traits Questionnaire (LTQ) - by P. G. Northhouse

10) Path-Goal Leadership Questionnaire - by Indvik (1985, 1988)

11) Team Leadership Survey - by Hill (based on Hill's Team Leadership Model)

Note: some of the survey questionnaires required the researcher to buy / buy as a service as scoring / feedback will be provided after the respondents had filled them up.  Some of them the researcher needs to get approval from the owner.  All the best.

Regards,

Fung

https://www.efst.hr/management/Vol18No2-2013/10-Gonos_Gallo.pdf

This is a very useful tool, but it should be on your earlier standardize the population. Otherwise, the result will be charged to statistical error

https://www.efst.hr/management/Vol18No2-2013/10-Gonos_Gallo.pdf

In addition to the choice of the instruments / survey questionnaires to measure leadership skills for your consideration, there are many studies where such skills have been found useful in improving productivity and efficiency of an organization.

The following paper attempts to answer the latter part of the question. Often such measures are more important for the companies than just the mere skills.

Take a look... 

Article What Management Style is Considered Best for Team-Based Orga...

Hi Norasmah,

As Olivier noted, you can use many approaches to study leadership.

In addition to the references the other contributors cited, you can take into account the short transformational leadership scale developed and tested by Carless et al. (2000), which splits the attributes of this type of leadership into seven items related to vision, values, commitment, encouraging personnel, coherence and charisma.

Carless, S.; Wearing, A.; Mann, L. (2000): “A short measure of transformational leadership”. Journal of Business and Psychology, vol. 14, n. 3, pp. 389-405.

I’m interested in assessing university leadership so if you find some interesting research, please let me know

Good luck

Hi, Norasmah:

Leadership measurement perhaps is vital because of bottom line benefits!

To explain why measuring the bottom line benefits of leadership development has become increasingly important in an unstable economy, a recent research study (Hayward, 2011) highlighted ways in which Human Resource professionals can demonstrate the financial impact of leadership measurement/development programs alongside other relevant measurements, in line with organisational strategy.

The author argued widely used evaluation models and also draws on case study material from a leading specialist insurance company, Hiscox, to highlight the importance of selecting appropriate financial measurements alongside other quantitative and qualitative evaluation methods. The Hiscox case study element of this study demonstrates the importance of selecting appropriate measures and viewing bottom line benefits as a critical element of overall leadership measurement/development evaluation. The author offers practical advice for HR professionals on how to measure effectively the bottom line benefits of leadership development!

• Hayward, S. (2011). Connecting leadership development to bottom line benefits. Strategic HR Review, 10(1), 28-34.

Hope this helps!

Nadeem

thank you all for the helps. Actually I am trying to get some information on how to measure leaderships skill among youths, at the age of 11 years old up to 17 years old (school children).  most suggestion lead into questionnaires but is there any example like case study or scenario which can be used for assessing leadership skills. I believe to be a good leader, one has to have entrepreneurial mind-set, communication skills, perseverance and emotional intelligence. All these skills can be assess trough observation after giving tasks to respondent. any suggestions?

These journals will help develop a list of leadership measurable traits and I have also attached a sample Questionnaire:

Personality and Leadership: A Qualitative and Quantitative Review:

Judge, T. A., Bono, J. E., Ilies, R., & Gerhardt, M. W. (2002). Personality and leadership: a qualitative and quantitative review. Journal of applied psychology, 87(4), 765.

Content, concurrent and construct validity of the leadership skills inventory:

Edmunds, A. L. (1998). Content, concurrent and construct validity of the leadership skills inventory. Roeper Review, 20(4), 281-284.

Leadership Archetype Questionnaire:

Kets de Vries, M. F., Vrignaud, P., Agrawal, A., & Florent-Treacy, E. (2010). Development and application of the leadership archetype questionnaire. The International Journal of Human Resource Management, 21(15), 2848-2863.

A lot of the surveys provided are self-surveys, or surveys based on 'old' leadership models, such as path goal. If you want to assess skills being present in people, th best way is to look for those skills in simulated settings, either in work simulations or other assessment situations, hence the best way is to set up your own assessment centre. In order to validate this, you can use your definitions of the skills, by people who work closely with (a sample of) the population you are interested in. Finally crossmatch the outcome of the appraisal, with the outcome of the assessment centre, and you can finetune the model. When you look beyond skills, and look for developmental abilities, the answer would be a whole different one. Skills are measurable in behavior, as they are already present, hence is a relative easy setup, where you need to entice the behavior and measure in comparison to a defined scale..

Olivier is spot on.

Define WHAT and WHY?

Leadership is about marshaling resources to achieve a goal (one off or repetitious) and its broader impact. Any assessment of leadership must be seen in context of: the task(s), resources (time, funds, people, material) and setting .

www.justinjenk.com Add your answer

Dear Norasmah,

Maybe this collection of TED talks will help.

http://www.onlineuniversities.com/20-essential-ted-talks-for-future-leaders

www.justinkenk.com

Hi Norasmah,

In a research project on leadership in new ventures, we recently made use of the MLQ to determine entrepreneurs' degrees of transformational, transactional and passive-avoidant leadership (dimensions of the full-range leadership model by Bass & Avolio). I totally agree with what Mark and Oliver said about the context that needs to be taken into consideration when assessing leadership.

Maybe the following link to the MLQ and the full-range leadership model can help you a bit: http://www.mlq.com.au/flash_frlm.asp

Good luck!

Questionnaire about asking self assessment of leaders attributes and judging the individuals against claims through group tasks activities, role plays. This will justify the questionnaire tool.

Hello Norasmah Othman,

A lot of the leadership scales discussed in this thread are included in the bottom link, explanations, references and other notes.

That should save you time,

Daryn Dyer

PS:

Also, if you have a moment, I would appreciate your participation in my graduate survey study about ethics/intentions and behaviour in the workplace. The following link will take you to the questionnaire which takes about 3-4 minutes:

https://www.surveymonkey.com/s/GZ8KR79

Thank you in advance

D.

http://www.statisticssolutions.com/leadership/

Dear Norasmah Othman,

You might find the following useful ...

Blackwell, C., Stillwater, O.K., Cummins, R., Townsend, C.D., & Cummings, S. (2007). Assessing perceived student leadership skill development in an academic leadership development program. Journal of Leadership Education, 6(1), 39-59.

Burke, V., & Collins, D. (2005). Optimising the effects of leadership development programmes: A framework for analysing the learning and transfer of leadership skills. Management Decision, 43(7/8), 975-987.

Rohs, F.R., & Langone, C.A. (1997). Increased accuracy in measuring leadership impacts. Journal of Leadership & Organizational Studies, 4(1), 150-158.

Wong, A., & Chan, A. (2010). Understanding the leadership perceptions of staff in China's hotel industry: Integrating the macro- and micro-aspects of leadership contexts. International Journal of Hospitality Management, 29(3), 437-447.

Best of luck with your research!

Jennifer

We use a leadership development game promoting the concept of Flow-based leadership, called FLIGBY. After 8-9 hours of exiting game play and taking 150 leadership decisions out of which 80+ are coded/tracked, a leadership skill profile is computed, based on the 29 skills identified by Mihaly Csikszentmihaly (founder of postiive psychology) in his book Good Business.

We are looking for scholars who wish to adopt this game for free on their university courses but equally for those who wish to join actively our global Flow&Leadership research network. 

SEE: flowleadership.org

flowleadership.org

Book Missing Link Discovered - Integrating Csikszentmihalyi's Flo...

What are leadership skills good for? according to Flow theory to master Challenges. 

Any one ideas on how to categorise business and leadership challenges, a taxonomy? Please help/advise!

Often, business and leadership challenges are categorized according to industries -- where it would be applied or managed. 

In manufacturing sectors, Business and leadership challenges are  related to how to improve productivity, throughput,  and efficiency of any manufacturing organization, unit, or their outfits.

In that regard the following may be a useful... reading... Take a look...

Article What Management Style is Considered Best for Team-Based Orga...

 Today, companies are facing tremendous challenges of how to provide the agility that came from "craft-manufacturing"; with the cost benefits that were the results öf "mass-production";. & "Concurrent Engineering";, coupled with automation efforts, is becoming vital in maintaining a competitive posture in today's marketplace. 

Article Towards Balancing Multiple Competitiveness Measures for impr...

Dear Norasmah,  

Dear Colleagues

We agree with those who have proven that all conventional methods of measuring leadership skills (interviewer rating or self-tests) are producing fundamentally flawed data. INSTEAD we suggest and offer a way to measure leadership skills along 29 dimension by tracking the 150+ decisions during a serious game play (FLIGBY). 

We welcome researchers to join our new global Leadership and Flow Research Network which focuses on new ways of measuring leadership skills: http://flowleadership.org/what-flow-leadership-skills/

http://flowleadership.org/what-flow-leadership-skills/

Book Missing Link Discovered - Integrating Csikszentmihalyi's Flo...

I am putting together a "library" or list of leadership instruments that graduate students  and faculty can draw from for their studies. The instruments names above was helpful. Does anyone know of a broad list or library of leadership assessments/ instruments that is available on the net?

I found this very useful during my research for a very broad topic on Leadership and Gender. It is now down to the practicalities of all these tests as to weather leadership skills can be measured.

Professor Han Ping Fung  has provided a comprehensive list of instruments that measure leadership skills. I may add that face-to-face interviews, direct contacts, and oral exams can reveal a lot about a person who fits as a leader.

Long time ago, a young candidate for a job was interviewed by a committee headed by a company's boss. He was asked by the boss "What is your ultimate ambition that you aspire to achieve in this company?". The young man's answer was "To have your post Sir, after you retire or move to another company". I think that such a person was brave, honest, and polite but he required to be taught how to climb the ladder in a safe reasonable manner.  

We measure 29 leadership skills during an online leadership gameplay - non-intrusive observation. we have about 7000+ glolbal players in our data base and we are looking for academic research partners to analyse the data set in a co-publication. This is via www.fligby.com the official leadership development program and training of Mihaly Csikszentmihalyi inventor of Flow and author of global best sellers such as Flow is Good Business. more via: www.flowleadership .org wishes Zoltan 

Thank you all for your brilliant sugguestions. I kbow where to begin now😊

Leadership is about marshaling resources to achieve a goal (one off or repetitious) and its broader impact. Any assessment of leadership must be seen in context of: the task(s), resources (time, funds, people, material) and setting .

Just as a point of humor for a great question, the United States Marine Corps, making and breaking leaders for over 200 years.

David McElreath: the US Navy Seals do use FLIGBY for measuring Leadership skills and for training Flow-promoting Leadership http://flowleadership.org/fligby-in-the-navy-seal-training-program/

Thanks all..... the data and information above are very rich and very helpful for me to begin my study

Thank you