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Leadership
Checklist
Have
I made it clear what is
expected in terms of
results?
Do I discuss
results with employees?
Have
I let employees know
where they stand?
Do
employees know how to do
the work?
Have
I done a good job of
training and
development?
Do
I give employees all the
support I can?
What
have I done to cultivate
personal positive
relationships?
Do
employees know why their
jobs are important, how
they fit into the
overall company
structure, and the
ramifications of poor
performance?
Are
employees kept informed
on what is going on in
the department and the
company -- not just
"need to know"
items, but the
"nice to know"
items?
Do
employees have adequate
freedom in which to
work?
Are
employees too often put
in a defensive position
regarding performance?
Have
employees been allowed
to participate in
setting goals and
deciding means of
achieving them?
Have
good aspects of
performance received
adequate periodic
recognition?
Do
I accentuate the
positive instead of the
negative?
Have
I shown adequate concern
for employees as
individuals?
For their
personal goals?
Am
I flexible about
listening to employees
and giving them a chance
to implement ideas and
suggestions?
Have
I consciously assessed
employees' strengths and
weaknesses with the idea
of structuring the work
to capitalize on
strengths?
Are
employees adequately and
reasonably challenged?
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