Ledervurderinger

Ledervurderinger are structured processes used by organizations to evaluate the performance, potential, and development needs of leaders. The goal is to improve leadership effectiveness, support succession planning, and ensure leadership aligns with organizational strategy and culture. Evaluations typically combine several sources and methods to form a comprehensive view of a leader’s strengths and development areas.

Common methods include 360-degree feedback, where input is gathered from supervisors, peers, direct reports, and sometimes customers; self-assessments; formal supervisor evaluations; behavioral interviews; and, in some cases, psychometric tests or leadership simulations. These instruments are often anchored in predefined competency frameworks that describe the expected behaviors and outcomes for different leadership levels.

Assessment focuses on a range of leadership domains, such as strategic thinking, people management, decision making, communication, change leadership, ethical conduct, resilience, and collaboration. The emphasis may vary depending on the role, industry, and organizational context. Data are typically collected confidentially and analyzed to produce feedback that informs development plans and, in some cases, succession decisions or promotion readiness.

The process usually involves design and planning, data collection, feedback delivery, and the creation of development actions. Best practices emphasize a clear purpose, stakeholder buy-in, and transparency, while safeguarding privacy and ensuring data quality. They also stress follow-up through coaching, targeted development programs, and progress tracking, with regular reviews to adjust goals as needed. Limitations can include biases, measurement noise, and resource costs, which organizations mitigate by using validated tools and context-appropriate methods.