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Set Aside Time for Self-Evaluation

WE ALL KNOW people who have no clue as to how they “come off” to others around them. Self-evaluations are one way to develop leadership capacity on an ongoing basis. These do not need to be cumbersome processes. For instance, it may be two simple questions, such as “What are you doing well in our department?” and “Where could you improve?” By helping your team members reflect on their work, you develop their awareness, which, in turn, develops your “bench strength.”

Of course, you will run into some people who have no idea that they need to improve, but you still need to start the conversation at some point. This tool is an opportunity to begin chipping away and helping team members see another point of view. These self-evaluations should be completed a couple of times a year. You might even ask your team to put their thoughts on paper; this may serve as another form of reflection or link to their development plan (see Tip #36: Foster Growth Through Personal Development Plans). If you would like to take this concept to the next level, ask those around you to answer the same questions for you, as well; doing so will allow you an opportunity for honest feedback and may help you understand how you can better work with each individual on your team. Moreover you will be modeling the way (Tip #2). A huge mistake would be to assume that one management style fits all. This is not the case.