JUST HOW GOOD DO YOU REALLY THINK YOU’VE BEEN AS A MANAGER OR LEADER IN 2018 AND HOW MUCH BETTER DO YOU INTEND TO BE IN 2019?
ARE YOU BOLD ENOUGH TO CHALLENGE YOURSELF?
It’s funny (or not so funny for some) how some managers and leaders see themselves compared to reality isn’t it?
By this, I mean the perception of self versus the reality of how others see their managers and leaders based on the behaviours that impact on them in the workplace.
How would you feel if you thought you were outstanding in certain areas only to find that in reality, you’re people think you’re way below where you think you are?
Would you a) just carry on and assume you know better b) not give a damn because you’re the boss and what you say goes c) think ‘I got here for a reason so there’s no need for me to change’ or d) have the courage and desire to be the best you can be and find out what your team really think of you so you can improve?
In the same token, how great would it be to find out that you’re actually rated much higher in areas of importance by your team than you thought you were?
Either way, doing a self-rating and then asking your team to give their rating can be a real trust builder because it demonstrates that you’re not perfect and want to improve, not just so that you’re a better manager in yourself but more importantly, a better manager for them too.
It also sends out an important message and one that you can use to develop and improve each and every individual in your team.
From experience, I’ve seen it have significant positive impacts on overall team collaboration and performance because once you’ve conducted the exercise on yourself, you can then do the same exercise the other way around with each team member to identify and agree on their key development areas, if you haven’t done this already of course.
You’ll then all have specific development areas to focus on and two-way agreement to help keep each other moving forward, a real collaborative approach.
It’s far more impactful than the usual 360% type farces that go on in some businesses because it’s done with genuine intent from you as the manager / leader and not as one of the superficial company surveys that rarely get done properly or where corrective actions are rarely implemented after they’ve been done.
In the template available from the link below (also available in excel if you want, just ask) I’ve selected 20 of the top management skills I’ve found people look for in their manager.
It’s quick but very effective and I’ve used it in consulting with clients looking to increase productivity and improve the culture within their companies. In these instances I’ve created online assessments whereby results and reports are automatically updated every time a new submission is made. For complex or large firms where a high volume of feedback is sought, the online assessments are needed but for one manager, one team, the template I’ve included access to with this blog is more than sufficient.
It’s as simple as can be, just rate yourself by circling the relevant number 1–10 in each skill area, 10 being outstanding and from these ratings, identify what you consider are your strengths and development areas.
Then, ask your team to rate you in each area, individually and in isolation so there’s no discussion between them.
Whatever the outcome, you’ll be armed with feedback that you can use to improve yourself but also the way in which you can influence and inspire your team to better performances going forward.
If you communicate the sincere intent behind the exercise and have it carried out in a transparent manner, you’ll get honest feedback, respect from your team and maybe even greater loyalty too!
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Good luck with the ratings tool in the meantime.
Best,
Reece
Mind Hacker & Author of Strong Minds
Originally published at reecepye.com.
