Credibility Assessment Handout - JNB514 Transformational Leadership

This handout provides information about credibility assessment for students of JNB514 Transformational Leadership course. It includes a Credibility Quiz and Scoring Key as a homework assignment. The quiz helps determine the credibility of a leader by focusing on two components: expertise and trust.

1 Handout 4.1 JNB514: Transformational Leadership
Handout 4.1– Credibility Assessment
Credibility Assessment
Name: _______________________________
by
Gordy Curphy, PhD
Curphy Consulting Corporation
Instruction
This instrument is intended to provide students with information about their current level of credibility.
Overview
The best way to do this exercise is to pass out the Credibility Quiz and Scoring Key as a homework assignment.
It will take students about 15 minutes to answer the questions and score the results. Instructors should ask
students to form small groups and spend 15 minutes discussing what they have learned from their Credibility
Quiz results. In the large group debrief, instructors should average scores and discuss what it means to have
high expertise and low trust, high trust and low expertise, etc.
It will take about 20 minutes to review and discuss the results of the Credibility Quiz in class.

2 Handout 4.1 JNB514: Transformational Leadership
Credibility Assessment
One important aspect of leadership is credibility. Because credible leaders have relevant knowledge and are
trusted by their followers, followers will have confidence in the goals they set for the team. On the other
hand, leaders who lack relevant knowledge or are not trusted by their followers will have a very difficult time
gaining buy-in to team goals. The goals may be clear, but team members will not put forth the effort needed
to achieve them.
Answer the items below to determine your credibility as a leader. Try to be as honest as possible with your
answers (it is a Credibility Quiz!).
Use the following rating scale to respond to the items:
1 2 3 4 5
Strongly Disagree Disagree Neutral Agree Strongly Agree
Consider each of the following questions. At the end of each question place the numerical value
indicated in the scale above to confirm your response (eg. List the number 4 if you Agree with the
statement).
Questions
1. People see me as a subject matter expert. _____
2. I have a development plan that is reviewed and updated regularly. _____
3. I constantly seek opportunities to broaden my knowledge and skills. _____
4. I know how my part of the organization contributes to the overall success of
the organization. _____
5. I know where our organization is going. _____
6. I know the strengths and weaknesses of our competitors and where the industry is
headed. _____
7. I keep abreast of the economic, regulatory, and social trends that could affect the
industry or our organization. _____
8. I behave in a manner consistent with my personal values. _____
9. I speak out for what I believe in, even if it is an unpopular viewpoint. _____
10. I can keep confidences and protect sensitive information. _____
11. I encourage discussion of ethical issues before making decisions. _____
12. I spend a lot of time listening to others’ perspectives on work issues. _____
13. I have strong relationships with my team members. _____
14. I always complete tasks on time and follow through with commitments. _____
4
3
4
4
4
3
3
4
4
3
4
3
5
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3 Handout 4.1 JNB514: Transformational Leadership
Scoring Guide for the Credibility Quiz
Credibility consists of two components, which are expertise and trust. Items 1-7 focus on expertise and ask
respondents about their level of technical, organizational and industry knowledge and skills. Items 8-14 focus
on trust and ask leaders whether they are standing up for what they believe in, following through with
commitments, and building strong relationships with co-workers. The most credible leaders have relevant
expertise and share trusting relationships with others. Leaders who have good technical or industry expertise
but have not formed trusting relationships with others will not be seen as particularly credible, particularly
when asked for advice outside their area of expertise. Leaders who are seen as trustworthy but lacking
expertise may also lack credibility, particularly when offering solutions to technical or business problems or
when coaching or providing career advice to followers.
It is important to understand that credibility is not a fixed entity. As people move to new companies or into
new roles they may have to develop new technical and functional knowledge and establish relationships with
key stakeholders. Thus, a person could be highly credible in one situation and lack all credibility in another.
Scores and interpretive comments are as follows:
Total of Items 1-7= _______ Total Expertise Score
28-35 You see yourself as an expert within the organization.
21-27 A solid score, but you could do more to develop your skills.
Less than 21 You probably need to develop relevant knowledge and skills.
Total of Items 8-14= _______Total Trust Score
28-35 You see yourself as having a high level of trust in the organization.
21-27 A solid score, but you could do more to build trust.
Less than 21 You may be new to the job/organization, you may not be standing up for what you
believe in, or you may need to build better relationships with others.
Once you have calculated your expertise and trust scores, you should plot them on the graphic on the
next page.
25
28

4 Handout 4.1 JNB514: Transformational Leadership
Plotting Credibility Quiz Results
• What will you need to do if you want to build your current level of credibility?