How good you are at Leadership? – Self assessment

Scoring:
In each area below: score 3 points for” usually do”, 2 for “sometime do” and 1 for “seldom do”. Add up the total in each area, if you score:
13-15: you are doing well
10-12: your team is probably getting the job done, but with some work you could be leading them more effectively towards improved performance
5-10: This area is not one of your strengths, but you can improve your leadership skill with a little thought and practice
Under 5: This is an area in which you urgently need to develop your skills. It is probable that this area may be restricting both your, and your team’s, performance in other areas as well.


*Meeting organization needs
1.I check to see if the team is really fulfilling the needs of our customer or clients
2. Team members are aware of how their jobs fit in with organizational objectives
3. I make sure that I am aware of the organization’s vision and objectives
4. We create a team vision and objective based on those types of organization
5. I let the team contribute to achieving our vision and objectives

*Time management and prioritization
I plan my time in advance, so I know what I should be doing and when
2. I assign a priority to each task
3. I have the daily ”to do” list
4. I do the jobs others cannot do and delegate those they can
5. I give maximum priority to jobs that help achieve our team objectives
*Planning and objectives
1.When the team has been given a task, I take time to plan how we will complete it
2. I set clear objectives(specific, measurable, realistic, and timed) for each task
3. When a task comes up, I weigh different ways to do it rather than jumping to a conclusion
4. I make sure that I have a “back-up” plan in case there are problems
5. I estimate how long a job will take before accepting it.

*Delegation
1. I check that people have time to take on more work before delegating to them
2. I give people as much responsibility as possible when delegating to them
3. I use delegation to help develop the skills of team members
4. I regularly assess if I could delegate more jobs, as the team’s skills improve
5. We agree on the level of freedom given to individuals before they start the job.

*Briefing people
1. When briefing, I make the objective clear, so everyone knows exactly what is required
2. At the end of a briefing, I ask for questions to make sure everyone is happy.
3. During a briefing, I tell people the background on what I am going to say.
4. I give individuals a clear reporting structure, so they know when to come back to me.
5. When briefing, I explain how our work fits into the bigger picture.

*Communication: giving feedback on performance
1. I give feedback to individuals on their performance on a day-to-day basis
2. When discussing performance problems, I use them as a basis for development
3. Before giving feedback, I make sure that the other people is listening and that we are not going to be disturbed or distracted.
4. I allow the others person to give their views before I give mine.
5. I end the feedback on a positive note even if it has been negative feedback.

*Communication: getting feedback and listening
1. Team members come to me with ideas to improve team or individual performance
2. I ask my team how I could help them work more effectively
3. When talking to team members I spend as much time listening as I do talking
4. I hold regular team meetings to brief the team and get their views.
5. I ask the team for feedback on my performance

*Motivation
1. I use different approaches to motivate different team members
2. When deserved, I gave appraise to team members for a job well done
3. If possible I offer individuals a challenge and the opportunity to develop through the work
4. I make sure I speak to every team member for a few minutes everyday
5. I always think about how best to allocate jobs to maximize individual’s motivation within the team

*Developing the team
1. I am aware of the team member’s skills and development needs
2. I match them development needs to the skills needed to reach team and organization objectives
3. Each team member has a development plan to which I have agreed
4. I coach individuals to improve their skills and encourage other experienced team members to do so as well
5. I have my own skill-development plan, which I regularly update

*Creating vision and team spirit
1. I let the team know how they contribute to the “ bigger picture”
2. We have special functions or activities to build team spirit
3. We have a team mission that spells out how we will achieve our vision
4. We discuss and agree on our team mission and vision
5. Team members are encouraged to support and develop each other

所有跟帖： 

• 回複：How good you are at Leadership? – Self assessment -(樂哈哈)- ♂ (335 bytes) () 01/04/2010 postreply 21:15:10

• 回複：回複：How good you are at Leadership? – Self assessment -tlxg- ♀ (618 bytes) () 01/05/2010 postreply 09:55:40

• That is a bad book. Throw it away. -(樂哈哈)- ♂ (0 bytes) () 01/05/2010 postreply 10:26:24