By Susan Schilke; November 1, 2016
Last month, I talked about the importance of a strong leadership team as the cornerstone of a high-performing organization. In our October meetings, I asked TeamStrength CEOs and Key Executives to evaluate their leadership team members on a scale of 1 to 6. But instead of this being a progressive, subjective rating – from Poor (1) to Outstanding (6), we made it a bit more objective. Leaders were rated based whether they possess six traits crucial to having the highest impact on the company. Scores were based on the number of these traits the leader clearly demonstrates consistently.
Members were asked to average the individual scores to achieve an overall score for the leadership team, and we spent some time in each meeting discussing strategies for improving the team. This month, we’ll follow up on the top strategies that emerged from these discussions. We’ll also take some time for self-reflection on these traits.
As a leadership team member or aspiring leader, I invite you take some time to evaluate your own performance in these six key areas:
- Effective knowledge, ability and experience for his/her role.
This applies to the functional role – operations, finance, sales & marketing, HR, IT – Do you have the experience required to play a leadership role for your company at this stage in the company’s evolution? It’s tough for a new leader to earn this point, because some of the experience and knowledge required is a full understanding of the organization and history.
- Commitment to his/her ongoing professional growth and development.
Are you actively pursuing opportunities to learn and improve in both your functional knowledge and your management and leadership skills?
- Willingness to do whatever it takes to achieve company goals – consistent & accountable.
Do you demonstrate work ethic, focus and an ability to go above and beyond when necessary? Are you consistent and accountable to following through?
- Ability to contribute creative ideas and strategic thinking on key decisions.
Can you bring innovative ideas and a different perspective to overall company initiatives and decisions?
- Strong relationships with other members of the leadership team (including the CEO).
Do you invest in building and maintaining positive relationships with other members of the leadership team to facilitate effective collaboration and high morale?
- Demonstrated ability to hire and retain ‘A’ players on his/her team.
Are you consistently selecting strong people for your departmental team, working on their growth and development, retaining the best, and making changes when needed?
Review the list and examine your own performance. What rating would you receive currently? No matter the score, this is a great opportunity to work on your own personal development plans. Which of these areas need work? Even if you believe you would earn a 6, which of these traits could benefit from more focus in the future?
Whatever leadership role you play – from CEO to department head to manager to individual contributor – you want to offer your best to the organization, the people you work with, and the market you serve. Continue to visit TeamStrength.com for our monthly offerings on leadership development!