Ashridge Inventory of Management Skills AIMS Ashridge Inventory of Management Skills

AIMS Questionnaire It is NOT a diagnostic instrument providing objective assessment It IS to allow you to: Set clear learning goals Identify development objectives in the context of your job/organisation Reflect on your level of competence Gain feedback from others Recognise your strengths and weaknesses to enable you to enhance your skills and expertise Support your own thinking

Facts about your profile It is about development not a performance appraisal Peers and reports are anonymous It measures perceptions but not necessarily truth

not by what we say, but how we are heard; Perceptions “We are measured not by what we are, but by the perception of what we seem to be; not by what we say, but how we are heard; not by what we do, but how we appear to do it”

Competence Radars L/Man1 Self Peers Reports 4 Teamworking 4 Service Improvement 4 Self Management 3 Performance Management 3 Community & Partnership 2 Strategic Planning 2 Emotional Management 2 Communicating With Others 1 Leadership 1 Change 5 10 15 20 25 4 Teamworking 4 Service Improvement 4 Self Management 3 Performance Management 3 Community & Partnership 2 Strategic Planning 2 Emotional Management 2 Communicating With Others 1 Leadership 1 Change 5 10 15 20 25 Peers Reports 4 Teamworking 4 Service Improvement 4 Self Management 3 Performance Management 3 Community & Partnership 2 Strategic Planning 2 Emotional Management 2 Communicating With Others 1 Leadership 1 Change 5 10 15 20 25 4 Teamworking 4 Service Improvement 4 Self Management 3 Performance Management 3 Community & Partnership 2 Strategic Planning 2 Emotional Management 2 Communicating With Others 1 Leadership 1 Change 5 10 15 20 25

Competence Radar L/Man1 4 Teamworking 4 Service Improvement 4 Self Management 3 Performance Management 3 Community& Partnership 2 Strategic Planning 2 Emotional Management 2 Communicating With Others 1 Leadership 1 Change 5 10 15 20 25

All Summary Scores Self L/Man1 L/Man2 Peers Reports 4 Self Management 3 Performance Management 4 Service Improvement 3 Community & Partnership 4 Teamworking 5 10 15 20 25 2 Strategic Planning 1 Change 2 Emotional Management 1 Leadership 2 Communicating With Others Self L/Man1 L/Man2 Peers Reports

Brief Summary Competence Self Score Importance Rating L/Man1 L/Man2 Peers Reports Change 20.0 4 21.4 5 17.4 19.3 Leadership 18.6 17.9 15.7 19.8 Communicating With Others 16.0 25.0 19.0 3 18.0 18.7 Emotional Management 16.3 21.3 18.8 16.2 Strategic Planning 20.8 18.3 15.8 17.5 Community & Partnership Working 22.5 16.7 Performance Management 15.7* 17.1 Self Management Service Improvement Teamworking 21.7 15.0 * = one or more behaviours within competence has not been assessed

Summary Scores - Behaviours Performance Management Self L/Man1 L/Man2 Peers Lo Hi Reports Acts to address poor performance 1 5 3 2.7 2 1.3 Coaches others to improve performance 4 3.7 3.0 Ensures personal priorities are consistent with local authority priorities 4.3 Invests in the development of others with a focus on supporting organisational objectives Monitors progress of service and individuals against the agreed plan Provides progress of service and individuals against the agreed plan 4.0 Sets realistic and measurable goals for self and others which are integrated with wider local authority objectives 3.3 Question Omitted

Graphs - Behaviours Performance Management Self L/Man1 L/Man2 Peers Reports

Graphs - Importance Ratings

Key questions to consider: Do I understand it ? Is it accurate and valid ? Is it important ? Do I want to change ?

Why my feedback is wrong! My respondents don't know me very well. The wrong people filled out the surveys. My job makes me act this way. I'm really not like that. Some of my respondents want to hurt me. The computer must have scored this wrong. My respondents don't understand me. All my strengths are right, but my weaknesses aren't. The norms don't really apply to me. I used to be like this, but I've changed recently. Nobody really understands me. This must be someone else's report.

Why my feedback is wrong (cont)! My boss marked me down because s/he doesn't like me. This was just a bad time to do this. My respondents didn't understand the questions. I actually filled out all the surveys myself, but incorrectly. This can't be my report because I don't have these weaknesses. I wasn't like this in my last job. My boss asked me to be like this. I'm actually nicer. My respondents are just jealous of my success. I purposely picked people who didn't like me It's all accurate, but I just don't care.

Discrepancies - 2 or more Where are the 'nice surprises'? Things to examine Discrepancies - 2 or more Where are the 'nice surprises'? Where are the 'nasty shocks'? Where is there conflicting information?

Things to examine Where are your clear strengths? Where are your clear development needs? Is there an overall pattern? What is important? What are the key messages?

'Remember they took the time and trouble to complete this profile' On return to the office... 'Remember they took the time and trouble to complete this profile'