"Measuring the leadership gains from the circles was critical in our
decision to expand Mentoring Circles within our organization."
- Senior V.P, Major University

Measuring the Outcomes of Mentoring Circles:

Pre-Post Evaluations
Effectiveness of the Mentoring Circles has been documented by measuring the positive gains achieved with leadership performances using a standardized instrument, the Leadership Practices Inventory (LPI). *The LPI was selected for the pre to post Mentoring Circles assessments because of its high degree of test reliability and validity about leadership performances. The LPI rates five unique leadership practices according to frequency of the leadership behaviors performed by the person; challenging the process, inspiring a shared vision, enabling others to act, modeling the way and encouraging the heart. Three different organizations selected to use the pre to post testing process to assess the value of the Mentoring Circles program for their employees. Within these organizations there have been ten different Mentoring Circles and a total of 138 persons who have participated in the pre-post measurements. Each of the participants completed a self-evaluation; and requested assessments from five to eight individuals with whom the participant worked. Comparisons of the pre data (LPI conducted prior to the Mentoring Circles) with the post data (LPI conducted within six months following the Mentoring Circles) indicated positive gains for each of the nine different circles in each of the five leadership practices measured by the standardized instrument. These gains were noted in both the person's assessment of self and the assessments by others. The pre-post evaluation process provided these organizations and their employees valid and reliable information about the effectiveness of the Mentoring Circles program as a valuable methodology for leadership development.

Research Findings
Two separate research studies have been implemented to measure the outcomes of Mentoring Circles. In 1997, effectiveness of the program with two Circles was assessed through the use of both quantitative (pre-post assessments), and qualitative (standardized interviews) methods. Using a T-test, results indicated a significant change in the quantitative measure of a person's explanatory style (participant's habitual manner of explaining both positive and negative events that befall them) and their perception of one's own sense of self-success and power. Qualitative data documented that circle participants increased their self-confidence, assertiveness and leadership behaviors. Analysis of data collected from the Mentoring Circles program evaluation supports the findings that participants believe they enhanced their leadership qualities and self-confidence from their involvement in the program; ninety-nine percent of the 22 persons participating in the study rated the program as a positive experience.

In 1999 a pre-post assessment using the LPI* and a post qualitative interview were implemented to measure the impact of the Mentoring Circles with twenty individuals from three different Mentoring Circles. The LPI assessment was administered prior to Mentoring Circles and within 6 months following participation in the program. The qualitative interviews were completed within a month following the last session.

Pre-post scores on the LPI were analyzed using an ANOVA and a T-test. Results indicated statistically significant gains in the self assessment of each of the five leadership practices defined by LPI. Pre-post comparisons of the scores as assessed by "others" about the person also indicated statistically significant gains in four of the practices. The fifth practice showed positive gains from the pre-to-post scores, but the changes were not statistically significant. The pre-post comparisons also showed a pronounced reduction of the discrepancy between participants' self-perceptions as leaders and others' perceptions of participants as leaders.

Word data from interviews with participants further substantiated the positive experiences received from participation in the Mentoring Circles. Supervisors of the participants also reported a noticeable gain in leadership behaviors, as well as improved productivity and commitment to the unit or division of the organization.

**Kouzes, James M. & Posner, Barry Z: (1997) 2nd Edition. Leadership Practices Inventory, Jossey-Bass/Pfeiffer. San Francisco.

For more information about the measurable results and research or about using a pre-post assessment process within your organization, please contact:

The Mentoring Company™
P.O. Box 2246, Loveland, CO 80539
Phone / Fax: (303) 722-2050
E-mail: info@mentoringcircles.com.