Credit rating

 
Companies should not rely only on the services provided by external credit rating agencies like S&P because these agencies are not infallible, especially in the light of what happened with the worldwide financial crisis in 2008, when the rating system objectivity of these agencies was seriously questioned.
Moreover, a counterparty may not have any published credit rating, and other methods to undertake its credit assessment should be used, as follows:
  1. a credit analysis
this could be obtained by the client’s bank, in the form of a credit report, though, for the same reasons as the ones above, companies should not rely on that solely, as banks tend to protect their customers. Instead, companies should investigate the counterparty’s trade credit by looking at the balance sheet and income statement, which are published accounts and accessible to anyone, together with a financial ratio analysis (interest cover, earnings per share, return on capital, etc..)
  1. a detailed credit research
this could be based on companies’ own internal rating systems taking into consideration hard information about creditworthiness and soft information (e.g. senior management quality assessment) as well as historical data (e.g. an assessment of the past experience of the counterparty and similar organisations in the same sector, with a prediction of the likelihood of the counterparty’s credit losses). Companies should also consider whether the counterparty might receive government’s support in case of default, how diversified their income streams are, whether they have access to financial markets funds, which credit support obligations the counterparty has towards their subsidiaries.
However, once the credit assessment has been done, it is still challenging for companies to determine the size of the counterparty’s credit line, which may be also affected by negotiations with the counterparty as well as by the companies’ capacity and appetite for risk.

Rethinking the Adaptive Leadership model through the Italian Adaptive Leadership Behavior Questionnaire

Since Heifetz designed the adaptive leadership framework in 1994, the academic literature has benefitted from many qualitative research studies focusing on specific adaptive challenges and how the adaptive leadership framework can be practically used to face these. It seems very few have dealt with adaptive leadership through the quantitative lens and have attempted to measure adaptive leadership behaviors or tested Heifetz’s adaptive leadership six-dimensional model. In response, my PhD research aimed to measure the perception of adaptive leadership behaviors across the Italian corporate context and to investigate whether Heifetz’s adaptive leadership model can apply to the Italian culture. Findings and contribution to knowledge can be read in the thesis: Novellini, P. (2023) Rethinking the Adaptive Leadership model through the Italian Adaptive Leadership Behavior Questionnaire, PhD thesis, University of Sunderland.

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Novellini - Hall Italian Adaptive Leadership Behavior Questionnaire

Do you want to measure the perception of adaptive leadership within your company or team? You can use 'Novellini - Hall Adaptive Leadership Behaviour Questionnaire', a new tool in the literature of leadership. This questionnaire was designed especially to be used in the business environment with a perspective on the higher level figures in the hierarchy. However, you can use it in any type of environment and at any level by adapting the terminology to the reality you want to focus on.

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