Staff Development

Meets/Exceeds Expectations

Readily shares her expertise with staff in order to develop their skills

Makes it safe for staff members to make mistakes and think outside the box

Actively works to identify potential talent gaps in her organization

Remains committed to succession planning

Rotates assignments and uses job shadowing to strengthen staff skills

Encourages staff to develop their professional skills

Ensures that subordinates identify goals and measurable outcomes

Contributes to subordinates’ annual development plans

Regularly places support staff in positions of leadership

Demonstrates appreciation of staff contributions and achievements

Allows key subordinates to make presentations on her behalf

Finds ways to publicly recognize individual achievements

Ensures that mistakes become learning opportunities

Creates an environment of trust and camaraderie

Delegates key responsibilities to subordinates on a rotational basis

Encourages his direct reports to lead staff meetings

Allows employees to find new ways of contributing to work

Promotes the benefits of a diverse workforce

Encourages cross-training, job shadowing, and rotational assignments

Needs Improvement

Does not trust his staff to function independently

Is always too defensive of her people

Overcompensates for staff weaknesses

Tends to delegate only mundane and repetitive tasks

Refuses to accept different points of view from subordinates

Resists placing subordinates into roles of leadership

Intimidates and alienates others and squelches individuality

Fails to create mentoring opportunities for her key performers

Has not mastered the basics of effective delegation

Is unsuccessful in developing group camaraderie

Has been accused of playing favorites with certain subordinates

Has created an environment where team members cannot motivate themselves

Staff Development Goals

Provide active feedback and encouragement

Provide career guidance and coaching to staff

View delegation as the key to staff development and succession planning

Recognize each individual’s unique contribution to the team

Ensure that employees continuously develop their breadth and depth of skills

Carefully monitor what you have delegated

Delegate what you’re good at

Ensure that your subordinates learn from your key strengths

Regularly ask employees what new responsibilities they’d like to assume

Place staff members in position to spearhead key initiatives

Assume the role of mentor and coach

Help your staff members prepare for their next move in career progression

Allow subordinates the opportunity to assume greater responsibilities

Recognize individual needs and skills when delegating work

Assign staff to rotational assignments and cross-training

Foster a greater understanding of others’ roles in the organization

Identify your successor

Provide more structure, feedback, and direction to your group

Ensure that subordinates understand their limits and boundaries