Guest post:
Dr. Michelle Mahdon on Data Driven Success
…
Data Driven Success: Moneyball for Leadership and Feedback
Dr. Michelle Mahdon, Chartered Psychologist and Action Learning facilitator at the University of Exeter and Executive Director of TEXL.org
October 3, 2024
—
What if feedback and assessment were the next frontier of analytic competitive advantage?
Borrowing evidence-based tools more often deployed in corporate America than the ballpark, we highlight the importance of evidence-based approaches, much like the famed econometrics and sabermetrics experts Moneyball. Evidence-based, outcome-oriented approaches are powerful tools and necessary for effective personal and leadership development in all fields, and they can especially set your team apart from the competition.
…
The Moneyball Revolution
For years, baseball teams relied on scouts and intuitive theories to build their rosters. Scouts would look for players who “looked the part” based on traditional metrics and gut feelings. This approach was profitable and accepted until the Oakland Athletics, under General Manager Billy Beane, faced a budget crisis. Stripped of financial resources, they couldn’t compete for high-profile players using conventional wisdom.
Instead, they turned to a data-driven strategy, focusing on statistics that truly predicted performance. They drafted and traded for undervalued players who excelled in specific, evidence-backed metrics. Despite initial skepticism, this unconventional approach led the A’s to the playoffs, proving the efficacy of their method. This shift not only transformed the team’s fortunes but also revolutionized the entire sport, as other teams quickly adopted the more evidence-based approach. Today, many other sports like soccer and basketball are following suit.
…
From Baseball to all Personal Development: The Case for Reliable Feedback
Much like the traditional scouting methods in baseball, many people and organizations have relied on subjective, intuitive approaches to leadership development and particularly for quantitative assessments. See a guest post here on the pitfalls of pseudoscientific personality tests.
360 feedback, where people receive feedback from those who work around them, can be a powerful tool if used ethically and effectively. Thus, what you ask people about is of critical importance. Relying on intuitive theories of what to look to improve and unscientifically founded assessments wastes your time (at best) and that of your peers, and at worst is completely misleading.
…
Using valid and reliable metrics: Lessons from Moneyball
Just as the Oakland A’s used evidence to uncover undervalued players, organizations must use ethical considerations to ensure their 360 feedback processes are both honest and actionable. Here’s a look at the benefits and drawbacks of both scientifically designed metrics:
Reliability refers to the consistency of the feedback. A reliable 360 feedback process will yield consistent results over time and across different raters. Just as the Oakland A’s used consistent statistical measures to identify valuable players, organizations must ensure their feedback tools consistently measure the right attributes.
Validity refers to the accuracy of the feedback in measuring what it is intended to measure. For 360 feedback to be valid, it must accurately reflect the behaviors and competencies that lead to effective leadership. The Athletics’ focus on valid metrics like on-base percentage, which correlated strongly with actual game performance, parallels the need for organizations to use feedback metrics that genuinely predict leadership success.
…
Benefits of Using Reliable and Valid Metrics
- Accurate Assessment of Leadership Qualities: Just as the A’s identified undervalued players through valid statistics, reliable and valid 360 feedback helps identify true leadership potential, even in individuals who might be overlooked by traditional assessment methods.
- Enhanced Development Plans: Reliable and valid feedback provides a solid foundation for creating personalized development plans. Leaders can focus on specific areas of improvement that are accurately identified, leading to more effective growth and development.
- Increased Trust and Engagement: When employees see that feedback processes are fair, consistent, and accurately reflect their performance, trust in the system increases. This, in turn, leads to higher engagement and a more positive organizational culture.
…
Practical Applications and Best Practices
To achieve the benefits of reliable and valid 360 feedback, teams should:
- Use Scientifically Validated Tools: Just as the A’s used evidence-based metrics, teams should invest in feedback tools that have been rigorously tested and validated.
- Train Feedback Providers: Ensure that those giving feedback understand the importance of providing consistent and accurate information. Training can help mitigate biases and improve the reliability of the feedback.
- Regularly Review and Update: Continuously evaluate the feedback process and make necessary adjustments to maintain its reliability and validity. This can involve updating the feedback instruments and ensuring they remain relevant to current team goals and leadership competencies.
- Anticipate resistance: Just like Billy Beane – people are attached to metrics they know – to slick graphics that tell them what color they are… but what they give you is meaningless data which at best wastes time and at worst is misleading.
…
Conclusion
The story of the Oakland A’s and their evidence-based approach to building a winning team offers valuable lessons for the use of reliable and valid metrics in 360 feedback. By grounding feedback processes in robust, evidence-based principles, individuals and organizations can ensure their assessments are both accurate and actionable, fostering an environment of trust and continuous improvement. Just as Moneyball revolutionized baseball, a commitment to reliable and valid 360 feedback can transform leadership development in sports, driving long-term success.
DAL offers a standardized 360 in the hopes of bringing more rigorous feedback and leadership development tools to teams and departments with limited time and bandwidth to create their own.
TEXL offers an exciting new product that allows savvy coaches and ADs to create their own, fully customized 360. DAL fully supports the mission of TEXL and encourages you to check them out!
…
About this Guest Post
TEXL represents a new generation of personal and leadership development tools, bridging the gap between academic rigor and practical application. By leveraging our library and interactive benchmarking, we empower individuals to achieve their full potential based on meaningful, robust insights. Join us on this journey to transform personal and leadership development and create healthier and fairer workplaces and society.
We are eager for feedback and suggestions. Contact us at contactus@texl.org, and check out our platform www.texl.org. We have exciting features in the pipeline, and your input can help shape the future of leadership assessments.
…
