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Talent Advisory

Pave

Leadership

Survey

Pave

Leadership

Survey

Overview

All leaders prioritize and manage their work and teams differently, and their unique approach to leadership determines their fitment to the role, team dynamics, and the organizational context. The PAVE Leadership Survey is an instrument designed to understand an individual's leadership approach by assessing aspects such as drive for achievement, ability to foster strong relationships, envisioning the big picture, and driving profitable endeavors.

Framework

The assessment taps into an individual's approach toward leading their team by measuring 24 dimensions across 4 salient clusters.

Pacesetting

Drive- Sets challenging goals for oneself and others.

Versatility- Thrives in a high-paced work environment.

Adherence- Follows set processes, guidelines, and procedures.

Structure- Establishes structures to facilitate collaboration.

Storyboard- Communicates expectations by building a common understanding.

Transparency- Provides constructive and timely feedback.

Affiliative

Receptivity- Understands and respects people's emotions, thoughts, and circumstances.

Empower- Guides and motivates others to leverage on their strengths.

Affiliate- Creates personal connections with others to establish trust.

Reassure- Encourages creativity without the fear of punishment or failure.

Mitigate- Approaches interpersonal conflicts with a solution-mindset.

Influence- Provides value propositions to create impact.

Visionary

Ingenuity- Comes up with creative and innovative solutions.

Outlook- Understands the big picture to balance short-term and long-term goals.

Resolve- Stands by one's decisions despite their outcomes.

Venture- Displays an openness to taking risks.

Initiative- Takes charge of situations.

Inspiration- Inspires passion and enthusiasm to achieve goals.

Enterprising

Flexibility- Drives and monitors change.

Precision- Sets and ensures high quality standards.

Agility- Moves swiftly from thoughts to concrete actions.

Synergy- Seizes collaborative opportunities to drive profitability.

Service- Delivers quality output to stakeholders despite challenges.

Uncover- Analyzes information and uncovers the root of problems.

Use Cases

High-Potential Identification

Development & Promotions

Test Description

Each dimension consists of a set of statements that are presented to the participant. The short statement is followed by response options on a 4 point Likert scale (For example: Strongly Disagree to Strongly Agree). Participants are required to select one option out of four. There are no right or wrong answers. Instead, scores are used to determine where the participant stands on the dimension continuum.

key details

Testing Time
30-40 Minutes
Target Audience
Middle Managers, Senior Leaders
Language
English + Other Languages on request
Team
Our experts with I/O Psychology backgrounds follow guidelines of the BPS (British Psychological Society)
Model
This tool draws inspiration from the Leadership Styles Theory presented by Daniel Goleman, a pioneer in the field of Leadership and Emotional Intelligence.

Rigour of tool

Reliability
Reliability assesses the extent to which variation in test scores reflects true differences in ability between people (on the construct being measured) rather than random errors in measurement.
Test-retest reliability assesses the extent to which the tool produces consistent scores when used on two different occasions. Based on the data of 150 managers in an information technology company, the test-retest alpha coefficient was found to be 0.79 for the instrument with the mean interval of 45 days.
Additionally, the internal consistency reliability coefficients for the assessments were found to be ranging from 0.44 to 0.82. This assesses the extent to which all of the items in a scale are measuring the same underlying construct.
Validity
Validity assesses the degree to which a scale measures the construct that it claims to measure. Content Validity is addressed after an assessment has been created. Content Validity Ratio (CVR) is an index used to quantify the content validity of a tool. Experts from academia and industry rate each item to indicate the degree to which it is aligned to a particular dimension and is perceived as important for its measurement. The Content validity ratios (CVR) for the PAVE Leadership Survey dimensions ranged from 0.75 to 1.00.
Norm Development
Jombay Assessments have defined a global set of norms that includes all data across industries, functions, and experience levels. For each assessment, Industry-Function- Experience level combinations are derived for norms with significant population data. Norming has been done at the dimension level and is based on the mean and standard deviation for each sample. Norms are defined by taking the mean and the standard deviation of the sample's scores and dividing the sample into 6 buckets. Jombay norm data is annually updated.

Relevant For Industries

IT/ITeS

BFSI

Pharmaceutical

Manufacturing

FMCG

Hospitality

Retail

Report

Take a look at the individual report that is delivered to candidates who take the PAVE Leadership Survey Assessment

Why use PAVE Leadership Survey?

A great leader is worth a room full of good ones… PAVE aims to help you find a leader who bears perfect alignment with the nuances of the role, requirements of the team, and core leadership values. With PAVE, you can distinguish a great leader from many good ones.

Benefits

Enabling People
An introspective & empowering experience to unravel one’s own leadership approaches.
Seamless Experience
Easy to navigate interface. Deploy our assessments and get fast results.
Insightful reports
Decipher reports with ease. Get insights into leadership approaches & underlying dimensions.

Build your custom
talent solution.

Through Jombay's assessment technology platform, the PAVE Leadership Survey can easily be combined with other assessments, simulations and video interviewing tools to create a bespoke solution for your organization's specific requirements.

Speak with our team