Leaders directly impact the employee's productivity, turnover, and organizational morale. The Mettl Leadership Assessment- Development Report is a comprehensive and objective assessment that provides insight into leadership styles and a leader's work-oriented personality and helps them increase their overall effectiveness. This sophisticated assessment provides detailed advice based on 19 leadership attributes with the following applications:
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Duration : 60 minutes
Reliability score : Cronbach's alpha .88
Validity score : This ranges from .86 to .90 for different norm groups
Theoretical basis : The Big 5 Theory of Personality
Key profiles the test is useful for:
Test description :
The assessments includes:
With a competency based approach to leadership, this assessment measures four functions critical to leadership effectiveness in an organization: leading change, leading people, result driven building coalition, along with some basic competencies like integrity, open to learning and interpersonal skills. Bass's model of leadership styles has been used to identify the 5 leadership styles - delegative, participative, directive, negotiative and consultative leadership. This is by far the most comprehensive report for leadership in the industry.
Research on each of the competencies was carefully reviewed in relation to actual case studies to aid in the development of advice. The advice seeks to optimize leadership effectiveness given a high or low score on each of the competency. The report is not designed to change one's personality; rather, it promotes the development of strategies that allow managers and executives to work and manage more effectively, given a set of personality characteristics.
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.
Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
Is it possible to map an organization's competency framework to your assessments?
We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.
How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
How are norms formed for any specific psychometric test?
The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.
What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under supervision of qualified professionals only.
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