What is the Integrated Leadership Measure? | Where does ILM72 add value? | ILM72 Development | What Does the ILM72 Measure? | ILM72 Reports | Applications in the World of Work | Using the ILM72 | Features & Benefits of ILM72 | Leadership Programmes
"Leadership is ...... influencing, inspiring and directing the performance of people towards the achievement of key organisational goals - and creating the sense of success in the short and the long term."
What is the Integrated Leadership Measure?
The ILM72 is a leading edge psychometric tool which integrates all major leadership models and is designed to measure leadership styles, The measure enables people in leadership positions to identify how they perform and behave as leaders in the work place - and how development might be guided to improve their effectiveness.
An examination of every leading leadership model showed that they all seemed to have their roots in six specific scales. These scales measure aspects of leadership style which the individual has adopted. People may adopt different styles in different situations. Leadership is situational.
It is now possible to measure an individual's adopted style and match these to the needs of the organisation.
ILM72 also provides an indication of an individuals score on 3 important factors which determine effective leadership, known as global scales. These three scales do overlap but they are separate factors, they are also not necessarily equal in weight.
These global scales correlate with a number of well known leadership models including Covey, Situational Leadership and the Action Centred Leadership model developed by Professor John Adair
Where does ILM72 add value?
Leadership is one of the key elements in inspiring people towards the achievement of organisational goals.
For Individuals
The needs of organisations are always changing this impacts on the optimum leadership style at any given time. The ILM72 enables you to:
- Examine individual styles and match these to the needs of the organisation
- Identify developmental needs & benefits - linking to the competency framework where appropriate.
- Understanding which skills, knowledge and behaviours should be developed and where are the priorities.
- Provide a clear basis for defining effective leadership in any situation/organisation
- Provide a framework for coaching, mentoring & personal development
For the Organisation
- Match the leadership style with the needs of the organisation at different times and in different circumstances
- Analyse the leadership profile of selected groups and assess against performance and/or behaviour
ILM72 Development
A detailed examination of every leading model in the academic and occupational spheres was carried out under the expert guidance of Dr. Peter Clough C.Psych. The project team incorporated both academic and occupational models. It was demonstrated that:
- All the models seemed to have their roots in one or more (sometimes all) of 6 leadership styles.
- There were linkages between all the models to a greater or lesser extent
- Further analysis showed that a second order set of characteristics emerge. These are the three global scales.
- This provides the basis upon which all models can be linked together.
What Does the ILM72 Measure?
The 6 specific scales
The 6 specific style factors are bi-polar. This means that the two ends of the scales are different and in this case there is no high or low end. They are simply two ends of a continuum between to related positions. The sten scale is in deciles.
- Stens 1 - 3 (30%) typically represent a preference for the style factor associated with this end of the scale
- Stens 8 - 10 (30%) typically represent a preference for the style factor associated with that end of the scale
- Stens 4 -7 (40%) typically represent the typical or average or normal person.
1. Task v. Person
This reflects and measures the extent which the individual is orientated towards meeting the needs of the task or is concerned with the needs of individuals. A well understood scale in examining leadership and features directly in many models.
2. Flexible v. Dogmatic
Someone at the Dogmatic end of the scale would have a strong belief that they know how things should be done around here. At the extreme one might see "there is only one way to achieve something .... and it's my way!". At the other end of the scale a Flexible style is one where the individual is open to ideas and suggestions, understanding "there is more than one way to skin a cat".
3. De-Centralised v. Centralised
Someone who adopts a Centralised style is someone who prefers that everything goes through them. They may have a strong need to control or they may have a less mature group to work with and there is greater need for strong guidance. Someone with a De-centralised style is happy to delegate to others and to work through others. Their ethos is one of empowerment.
4. Reward v. Punishment
Reward indicates that the leader is prepared to reward and recognise acceptable and high performance. This can be monetary or in the form of a tangible benefit or it could be "warm strokes". It equates to Covey's "win-win" concept.
Punishment means that the prevailing style is to accept good or high performance as the norm ("that's what I pay the person for already") and to punish in some way any shortcoming in performance.
5. The Means v. The End
A Leader whose style is focused on the End is someone for whom the result matters and little else does. Everything can be sacrificed for that goal. This does not necessarily mean that they are immoral or amoral - they are likely to be very focused.
Someone who is focused on the Means is someone who is concerned about how the goal is achieved and will adopt standards and values to ensure that it is done properly. They will also take into account the implications of what they do - and will typically tend to be visionary, concerned about environment and development capability in people and process.
6. Structured v. Organic
The Organic style is one where leadership seems to come naturally in some way - these individual do not seem to force it and they are often described as natural leaders. In some instances this might be related to "charismatic" or having "style" but not always.
The Structured style is one where leadership is drawn from a text book, models or training. This is not a natural style, the leader following detailed plans & processes to achieve things through others.
The 3 global factors in more detail:
The analysis shows that the six specific scales are subsumed within three global scales. These Global factors have been derived from statistical analyses of the data gathered for the core study.
The 3 (second order) global factors are uni-polar. This means that the two ends of the scales are different and one end is low with the other end (usually the higher scoring end) being high.
- Stens 1 - 3 (30%) typically represent "low" scores
- Stens 8 - 10 (30%) typically represent "high" scores
- Stens 4 -7 (40%) typically represent the typical or average or normal person. These people will often provide evidence of behaviour from both ends of the scale.
The measure is normed against a large population (1600) of managers from all levels
A. Determination to Deliver
This is about single minded determination to achieve - in the short term and in the long term. Most satisfaction - your and others - is derived from this.
B. Individual Cohesion
This is about enhancing the capability, confidence and commitment of individuals to enable them to contribute to the organisation and to fulfil themselves
C. Team Working
This is about harnessing all the potential in an organisation so that problem solving and decision making can occur more efficiently and more effectively.
ILM72 Reports
Once the questionnaire is completed the software immediately generates up to 5 different reports, which all contain detailed explanations and instructions for their application.
For the Individual
Individual Development Report - Provides feedback on the results to the individual together with suggestions for development activity.
For the Coach/Manager
Coaching Report - Provides the manager/coach with narrative about the person's leadership style and offers coaching suggestions.
Assessor Report - This provides questions on each scale to enable managers to probe individual scores more effectively.
Distance Travelled Report - This is a comparison report based on a current and previous assessment for an individual.
For the Organisation
This analyses scores on each scale for selected groups to identify a group's prevailing style and other trends and patterns
Applications in the World of Work
The ILM72 is applicable for any person who is in a leadership position in any organisation. The validation study covered people from MD to team leader.
There are three major areas where this new measure will add considerable value.
Firstly, in organisational development, where the organisation and one's prevailing leadership style are identified along with other trends and patterns to examine whether they match the needs of the organisation.
It is also invaluable in coaching/development either to help people show people how they can be more effective in key areas and become a more effective leader in line with their own and the organisations expectations.
Awareness of ones own leadership style leads to understanding why and how that style can be effective and how they can in turn adopt alternative styles which can lead to improved performance.
Finally as a tool in RECRUITMENT & SELECTION - enabling better fit with a critical area for good job performance. It provides much added value in Assessment and Development Centres.
Using the ILM72
ILM72 is available on-line. Where appropriate there is also a paper and pencil version available:
On-line Administration
This enables clients to set up and complete the ILM72 assessment on-line. All reports can also be generated on-line. This means that the administration of ILM72 can be handled remotely and reports can be emailed anywhere in the world.
Paper & Pencil
A hard copy version of the questionnaire is completed and then data is entered into the on-line account. This enables the questionnaire to be completed:
- By several people at one time
- At remote locations where a PC and/or internet access is not available
General Information
The questionnaire takes about 12-15 minutes to complete (although it is not timed). Data can then be processed within minutes and reports generated instantly. It is possible to complete the whole cycle in under 20 minutes.
All reports, are produced in PDF format which can be easily emailed or stored for future reference
Features & Benefits of ILM72
- The world's first integrated measure of Leadership Style
- Relates to all major leadership models
- Efficient on-line format - takes less than 15 minutes to complete
- Generates 5 reports
- Uses everyday language - accessible to all
- Enables effective coaching & personal development
- Organisational development applications
- Reliable
- Developed under the expert guidance of Dr Peter Clough, Head of Psychology, Hull University
- No Licence fee, Cost effective.
- Well supported.
- Can operate instrument after 1 day's licensed user training
- Developed by leading psychometricians.
Leadership Programmes
Training programmes fall into two categories: Firstly understanding the measure and secondly developing your leadership style and performance. This can incorporate other leadership models.
The Integrated Leadership Measure uniquely integrates all major leadership models. The programme uses the ILM72 as a core concept to enable people to reflect on their own leadership style and its effectiveness. It also enables organisations to reflect on the organisations dominant style and its effectiveness.
The programme enables organisations to build on what they already know and incorporate existing leadership models and approaches
The workshop enables participants to understand
- What is leadership & how does it differ from management - in very practical & down to earth terms
- How to assess leadership style - especially their own
- The implications for that adopted style
- How to develop ones leadership style
The first part of the programme focuses on enabling delegates to understand what leadership and what difference it makes for the individual and the organisation.
The second part enables the delegates to assess their own leadership style and behaviour and understand what implications this has for performance. This includes use of the ILM72 measure - the world's first integrated leadership model.
The final part will look at actions, skills and behaviours to develop adopted leadership style. This includes looking at popular leadership models to find ideas and direction which help to support development.
Every person attending will emerge with a simple, realistic and practical action plan