Subjectivity Undermines Leadership Assessment

Performance evaluations often rely on subjective opinions and memories, leading to inconsistencies in measuring leadership effectiveness. Factors such as recency bias and personal relationships can skew ratings, as managers may favor more recent achievements or those they know personally over past contributions that were impactful but forgotten. The blend of actions and traits in these evaluations can create a chaotic assessment model that fails to accurately reflect an individual’s performance. While actions are easier to quantify and are intended to offer a clearer picture of efficacy in the business world, relying solely on actions without a structured approach may reinforce subjectivity rather than eliminate it.