Leader Appraisals
A modern framework for developing leaders who inspire, engage, and drive results
Leadership sets the tone for the entire organization. With IPA Nordic’s Leader Appraisals, managers gain a structured, research-based framework for developing both their self-leadership and their ability to lead others. The result is stronger leadership quality, higher employee engagement, and a clearer strategic direction.
Effective leadership begins with self-awareness. Leaders must understand how they work, what drives them, and how they influence others before they can create engagement and development within their teams.
Leader Appraisals provide a structured dialogue that strengthens:
Self-leadership: understanding values, strengths, working style, and personal contribution
Leading others: creating direction, fostering engagement, and developing employees
Strategic impact: balancing short-term performance with long-term growth
The process helps leaders navigate complexity, build trust, and drive meaningful results — for themselves, their employees, and the organization.
Each Leader Appraisal explores five essential areas that define strong, modern leadership.
1. Self-Leadership
Understanding yourself to lead with clarity and authenticity
Strong leadership starts with knowing your strengths, values, and working style. Leaders reflect on:
Strengths & talents — What am I naturally good at, and how do I create the most value?
Working style — When do I work best, and how can I optimize my effectiveness?
Values — What guides my decisions, and do my actions reflect these values?
Cultural fit — Where do I perform at my best within the organization?
Personal contribution — What difference do I make as a leader?
Self-leadership builds confidence, consistency, and credibility — the foundation for leading others.
2. Leading Others
Creating engagement, direction and development
Great leaders create environments where people thrive. This part of the dialogue focuses on:
Communication & presence — How do I influence and motivate employees?
Feedback culture — Do I offer recognition, clarity, and development opportunities?
Conflict navigation — Do I create psychological safety and handle challenges constructively?
Talent development — How do I help employees grow and succeed?
Leading others is about building strong relationships and guiding people toward meaningful results.
3. Leadership Visibility & Action
Being present, proactive and decisive
A leader’s visibility shapes the team’s sense of direction and stability. This dimension explores:
How clearly do I communicate priorities and decisions?
Do I lead by example when expectations rise?
Do I make timely, well-founded decisions?
Am I actively engaged in the team’s success?
Visible leadership builds trust and ensures momentum.
4. Strategic Insight & Decision-Making
Making decisions that are informed, fair, and aligned with the organization
Leaders evaluate how well they:
Understand day-to-day operations and employee needs
Balance recognition and constructive feedback
Make decisions based on knowledge, insight, and fairness
See new opportunities and act on them
This strengthens credibility and ensures that leadership actions support long-term strategy.
5. Change Readiness & Adaptability
Leading with agility in a constantly changing environment
Modern leadership demands flexibility and appetite for innovation. Leaders reflect on:
Openness to new ideas
Ability to adapt working methods
Engagement in driving change
Willingness to experiment and learn
Change-ready leaders create stability during uncertainty and pave the way for progress.
Strengthen leadership. Strengthen the entire organisation.
Leader Appraisals transform leadership development from sporadic feedback into a structured, strategic tool. The result is leaders who are more self-aware, more present, and more capable of creating direction, engagement, and growth — for themselves and for the teams they lead.
