Does your leader bring great clarity to what the organization or team is about and how it will get there? That is job one of a leader. Clarity gives direction while ambiguity brings confusion.
Does your leader empower you to accomplish what you are tasked with through your gifts and wiring and without micromanagement? Empowerment values people while disempowerment devalues people.
Does your leader meet with you monthly as a mentor coach in order to remove barriers, help you move the ball forward and understand what you are doing? In doing so, does he/she provide you with honest and helpful feedback?
Does your leader keep his or her commitments and promises on a consistent basis? Good leaders don't ask their team to do what they do not do themselves.
Does your leader lead through their team or treat their team as ancillary to their "real" work? Do you feel that their number one job is to help the team be successful or that they are more concerned about their own work? Good leaders lead through their team.
Does your leader keep the team focused on results rather than activity? Are measurable results a focus of your leader? Do they help you strategize for achieving those results or is evaluation a secondary issue?
Does your leader foster a collegial atmosphere where team members work in concert with one another or are your team members isolated and siloed?
Is your leader open to honest feedback and suggestions or do you find them to be closed or defensive? Are there issues that are off limits for the team to discuss with their leader knowing that those issues are too sensitive to discuss?
If you had a choice today, would you sign up to work for the leader you work for? If yes why? If no why?
TJ Addington of Addington Consulting has a passion to help individuals and organizations maximize their impact and go to the next level of effectiveness. He can be reached at tjaddington@gmail.com
Creating cultures of organizational excellence
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