Managerial Style
Meets/Exceeds Expectations
Creates an inclusive work environment
Recognizes each person’s uniqueness
Models the “natural leader” paradigm
Communicates a compelling and inspired vision
Always projects the right mix of enthusiasm, strength, and energy
Treats people with respect and expect them to respond in kind
Is a calming influence in a storm
Always provides constructive feedback
Assigns tasks fairly and evenly
Maintains open and ongoing communication with her staff
Knows how to get things done through both formal and informal channels
Effectively marshals resources
Sets very high expectations of himself and his staff
Encourages and rewards team performance
Compensates for her subordinates’ weaknesses and limitations
Is looked to for direction in a crisis
Supports fair and equal treatment
Enjoys working with and learning from others
Deals with problems head on rather than letting them fester
Is consistently fair in parceling out assignments
Has established rewards and recognition that reinforce desired outcomes
Always recognizes individual needs and skills when delegating work
Needs Improvement
Fails to set and monitor goals, targets, and mileposts
Has developed a reputation as a nonconformist
Tends to instill fear in subordinates
Typifies a “live and let live” management style that borders on apathy
Comes from the “information is power” school, where little information is shared
Is too quick to replace subordinates rather than to grow and develop them
Rarely celebrates or shares successes
Fails to adjust her approach for different audiences and situations
Provides too much negative and too little positive feedback
Avoids confrontation at all costs
Deals with staff in a heavy-handed and intimidating way
Pulls rank and overpowers others
Remains overly optimistic about staff’s abilities
Comes across as distant and aloof
Is known for having an argumentative and intimidating disposition
Tends to over-delegate and not do enough of the work herself
Is too focused on internal operations rather than the needs of customers
Concentrates on the development of few at the expense of many
Tends to give subordinates too much room for excuses
Often “hogs the work,” leaving others with little to do and her with too much
Openly challenges and confronts others who express contrary opinions
Avoids face-to-face interaction and relies on e-mail instead
Managerial Style Goals
Work through conflict and ensure productive resolution
Confront and address inappropriate behavior immediately
Build trust at every opportunity
Develop a more collegial relationship with your direct reports
Make others feel welcome to seek your advice and counsel
Practice random acts of kindness with subordinates
“Catch” people being good
Demonstrate effective decision-making and problemsolving skills
Discourage subordinates from unfounded speculation about private matters
Remain consistent in your interpretation and application of company policy
Avoid feeding the “corporate grapevine” with unfounded facts or rumors
Communicate in advance any potential deviations from standard procedures
Motivate others to be their best and strive to bring out the best in them
Maintain confidentiality of private or sensitive information
Regularly ask others for and openly provide feedback
Create a culture of open information sharing and increased accountability
Seek public speaking opportunities to develop your presentation skills
Make it safe to volunteer differing points of view