1. Ashridge Inventory of Management Skills
AIMS
Ashridge Inventory of Management Skills

2. 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

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

4. 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”

5. 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

6. 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

7. 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

8. 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

9. 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

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

11. Graphs - Importance Ratings

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

14. 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.

15. 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.

16. 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?

17. 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?

18. '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'