LDR 300 Wk5

Identify the true statements about the process used in large organizations for collecting potential and readiness information about followers. (Check all that apply.)

9-box matrices are used to evaluate the performance and potential of followers. The performance and potential of followers are usually evaluated once per year.

True or false: The results of replacement tables used for filling a firm's key leadership positions are reviewed by senior leaders on a monthly basis.

False

The best approach for identifying leadership potential includes boss ratings, personality and intelligence results, and _____.

candidates' team effectiveness quotient (TQ) scores

When team or organization effectiveness measures are affected by factors unrelated to follower performance,_____________________________, Occurs

criterion contamination

When using replacement tables for filling key leadership positions, companies first _____.

identify those leadership roles most critical to strategy execution

Some students routinely overestimate their performance on tests, but they lack competence and readily dismiss any information to the contrary. In the context of performance management, this example refers to the _____.

Dunning-Kruger effect

What is the best way to tackle the leadership talent shortfall in an organization?

Identifying and developing followers who have the most potential to be effective leaders

Which of the following do leaders need to do in the planning phase of the performance management cycle? (Check all that apply.)

Make very explicit links between follower performance and team or organizational outcomes. Set clear, measurable, and agreed-upon goals for the what and how of follower performance.

In the context of tackling the leadership talent shortfall in an organization, a follower's capacity to advance one or more levels within his or her organization is known as leadership

Potential

In the context of an organization, an evaluation of a follower's immediate promotability is known as _____.

Readiness

_____ is the process most organizations use to make leadership potential and readiness decisions about followers.

Succession planning

Identify the true statements about succession planning in small companies.

Succession planning is usually episodic and informal Top managers go with their gut and rarely use data to make the promotion decisions.

Identify true statements about the team effectiveness quotient (TQ). (Check all that apply.)

TQ is an individual's ability to create loyal followings. TQ scores are calculated using team members' ratings on a standardized measure of team dynamics and performance.

Identify the true statements about people who are identified as high-performance/high-potential types. (Check all that apply.)

They are sent back to school to obtain MBAs or other advanced degrees. They often get to participate in customized leadership training programs.

Identify the true statements about people who are identified as high-performance/high-potential types. (Check all that apply.)

They often get to participate in customized leadership training programs. They are sent back to school to obtain MBAs or other advanced degrees.

Why do organizations often use the results of 9-box matrices and replacement tables to identify people to send to high-potential programs? (Check all that apply.)

To fill the Ready-now gap for critical leadership positions To accelerate their ability to take over greater leadership responsibilities

True or false: Research shows that certain personality traits, intelligence, and 360-degree feedback ratings are more accurate, less biased, and better predict candidates' effectiveness in new roles than a leader's judgment in an organization.

True

Most firms use information such as certain personality traits, intelligence, and 360-degree feedback ratings to _____.

provide candidates already on high-potential + high-performance lists with developmental feedback