Many people make fun of Reality TV… and the joke in my home is everyone knows what room I’ve been in because when they turn on the TV a reality show pops up! The truth is, I love people-watching; and there is much to be learned through examining interactions with an outside perspective. I recently watched a show where a boss met with an Executive Leader to get a better grasp on his team/organization and asked, “Tell me about the Team?”. The answer was negative, all over the place, and generic to say the least. Why? The question itself was lazy! As a Leader within your organization, I’m sure you do your fair share of evaluating, assessing, and questioning Leaders on the functioning of their department and the overall state of production. So, how to fine-tune the process; enhancing not only your Leadership & Work/Life Harmony… but also that of the Leaders under you and their Employees?
Individual Focus!
Let’s go back to the lazy question, “Tell me about the Team,” and its downside. Because the question is so broad, the person responding may not know what you want to hear; therefore, they may go on a disorganized tangent that frustrates you and exhausts them, they may provide too little information that frustrates you, they may operate off their emotion-of-the-minute… sharing only negatives due to recent frustration or only positives due to recent adulation. I could go on, but you get the point!
As a Leader seeking to assess, I find it best to set regularly scheduled meetings with your Team Leads. You will have to decide what “regular” means for you. Is it weekly, monthly, or quarterly? It may make sense to start more frequently with a new Leader until they can find their footing; then lengthening times between Assessment Meetings. It’s also helpful they know “what and who” the meeting will be about, allowing them time to properly assess individuals… rather than spouting off their emotions-of-the-minute!
In any case, here are 3 simple questions:
- What do you like about ____(the person)_____? What are they doing great or good?
- What could they stand to fine-tune; allowing us to achieve our vision, enhancing your team, and evolving them personally?
- What’s your plan to make this happen?
Remember, Leaders build other Leaders! The first question starts the meeting and conversation with positives; doing a favor to your meeting not to start with negativity and also forces your Leaders to think and say something positive… as they are used to flying around at mock speed, putting out fires, and burning-out.
The second question implies EVERYONE and ANYONE can get better; including your Leaders… taking you and your Team closer to the desired vision, goal, and beyond! It also is focused on impacting your Employees as Workers and as People. Employees may be getting their tasks done, but it doesn’t mean they’re being positive and polite and don’t want to rip each other’s heads off!
The third question makes the Leader you’re meeting with step-up and Lead. They’ve heard themselves say “the good”, ways to fine-tune, and are now challenged to come up with a plan of action, share it, and evaluate it to create wins for their Leadership, for their People, and ultimately the Organization.
This Leads us to the All-Important “Follow-Through Meetings”! Leaving the meeting, the Leader answering the questions will have a more clear view of the individuals on their team. It’s now time to schedule and conduct regular 1-on-1 Meetings with those employees. Remember my Leader’s 1-on-1 Meetings… it’s not all about shoving the company’s goals and metrics down their throat and expecting them to be excited about it. Rather, it’s:
- The P.O.W. – The Positive of the Week – ask what their Positive of the week was, professional and/or personally… I like asking both!
- Ask what they’d like to get out of today’s meeting!
- Mesh Goals – Share what you’d like to get out of the meeting, what you or the organization needs most from them right now, and inquire about their professional “List” to be curious about their bandwidth in an effort to increase your awareness and better prioritize priorities!
- Develop a plan of action to attack existing goals, new goals, and achieve success!
- Ask, “What was your Biggest Takeaway from today’s meeting?”!
Follow-Through as a Leader is everything… or else great ideas die, motivation fizzles, and plans become undone!
Team Focus!
Earlier, I mentioned your Team or Employees may be completing their tasks but may want to rip each other’s heads off. Of course, that will happen from time to time with any Team as people share space, have conflicting ideas, professionally challenge each other, and compete for positions, raises, etc. However, when it’s happening all the time, going against your desired culture, and negatively impacting the organization… it’s a problem!
In your Assessment Meeting, you’ve already covered the Individual Focus… now focus on the Team as a whole by asking, “On a scale 1-10 (10 being the best), how’s the Team working together regarding positive interaction, meeting deadlines, and coming up with new and creative ways to make an impact?”. Whatever the rating… ask them to explain what their rating number means to them and what it would take to move up a number or two.
The number they share may surprise you! Their explanation may surprise you! And, what they believe will take the team up a number or two may blow your doors off… or not. Either way, you’ll get a great answer to either accept and implement, fine-tune and implement, or coach and implement! Assessments matter, ratings matter, and hopefully my Leader’s Assessment adds a few Leadership nuggets!
What was your Biggest Takeaway? What will you add to your assessment of Employees; enhancing not only your Leadership & Work/Life Harmony, but also to that of those you’re Leading?
“Follow-Through as a Leader is everything… or else great ideas die, motivation fizzles, and plans become undone!” – Andre Young
