What’s the framework behind our Leadership Effectiveness 360?

Becoming a great leader doesn’t happen overnight, it’s a journey. So, we’ve designed our Leadership Effectiveness 360 survey with continual learning and growth in mind.

Based on a flexible, three-part framework, it targets the core capabilities proven to drive effective organisational leadership. Ensuring each leader receives practical insights that can inform personal development plans and help establish a baseline to monitor progress over time.

Our three-part framework consists of:

• Leading Self
• Leading Others
• Leading Culture

Let’s learn a bit more about each one.

Leading Self

Leading Self focuses on the leader's ability to manage and guide their own behaviour. Often regarded as where leadership development begins, it's also critical to the leader's ongoing development, as growth is driven by a leader's willingness to reflect on their behaviour and a desire to refine their approach.

Key capabilities for Leading Self:

• Self-awareness (e.g. shows awareness of how they are perceived by others and uses these insights to continuously improve and develop their leadership)
• Resilience (e.g. shows an ability to recover from setbacks while maintaining a positive mindset)
• Agility (e.g. is open to and willing to apply new ideas or suggestions)
• Competence (e.g. able to set clear goals and targets and develop actions that impact directly on these)

Leading Others 

Leading Others focuses on the leader’s ability to inspire and guide individuals or teams to achieve organisational goals. This transition from managing oneself to managing others is a key point in a leader's journey as it involves shifting your mindset from focusing on personal achievement to enabling and supporting others. 

Harvard Business School Professor Linda A. Hill explores this transition in her book, Becoming a Manager: How New Managers Master the Challenges of Leadership – “not only do managers need to develop the personal capacity to manage, but they also must be able to create a context in which others are willing to learn and change so their organisations can continually adapt and innovate.” 

Key capabilities for Leading Others: 

• Decision-making (e.g. shows an ability to make clear and quick decisions, even in difficult situations) 
• Delegation (e.g. delegates effectively, sets expectations and provides support and resources as required, without micromanaging) 
• Communication (e.g. provides others the information they need to carry out their roles effectively) 
• Developing others (e.g. provides fair and equal support to the people they lead) 
• Interpersonal skills (e.g. can work effectively and maintain positive relationships with others, regardless of level or seniority) 

Leading Culture 

Leading Culture happens at both a micro and macro level. At the micro level, it focuses on the leader’s ability to influence their team’s culture. At a macro level, it focuses on their contribution to the broader organisational culture. 

And unique to leaders today, there is a line that runs through both – dealing with and preparing for rapid change.  

With the Digital and AI revolution, the pace of change has accelerated. Leaders more than ever, need to foster a culture of agility, continual learning and innovation. As Hill explains in the video series New World of Work, leaders need to ask themselves, "how do I create an environment in which everyone in the organisation understands there is no such thing as business as usual anymore. We all need to be able to be agile and to do innovative problem solving, which means experimentation and learning." 

That's why we've included innovation as a key capability in our framework alongside other industry standards like building teams and modelling behaviour. 

Key capabilities for Leading Culture: 

• Modelling behaviour (e.g. sets clear expectations regarding behaviours and holds people accountable for these) 
• Building teams (e.g. actively supports a sense of connection and belonging to the team) 
• Fostering innovation (e.g. encourages people to try new things without fear of failure or blame) 
• Promoting well-being (e.g. is authentic and genuine in prioritising the wellbeing of the people they lead) 

FAQs

How does our framework show up in-platform? 

All AskYourTeam Leadership Effectiveness 360 questions have been created and selected to match the framework. Each question is categorised as Leading Self, Leading Others or Leading Culture to ensure feedback is balanced and comprehensive.  

When you create your survey, questions will be listed under these categories and reflected in the Questions Report when the leader’s survey closes. 

Got your own leadership framework? 

We can adapt our Leadership Effectiveness 360 to the framework you have in place. With access to our flexible template, you can add, remove and reorder questions (or create your own!) as you need. But if you get stuck, we’re here to help – just send us a message.