How do I Approach Goal Setting and Performance?
As a leader, you need to look at a project, break it down into pieces, assign it to the right people, and set realistic, manageable goals.
Spend some time looking at your team, do you know what their skills are? Are you up-to-date with any training they’re doing or qualifications they’re achieving? It’s important that you regularly refresh your own view of your team, in order to place people in the best position to achieve the team goals together.
Am I Helping or Hurting?
This is a tough one, because it involves taking a good look at yourself and what you’ve been doing. When a staff member asks you to get something done, and you’ve promised to do it – how well have you been following through? Are you adding value when you engage with the team, or do they feel reluctant to come to you because the requests backlog?
When putting together team performance reviews, you could include a section for review of the team as a whole, and for management, to give you valuable, workable data that you can then review as you conduct your own self-audit.
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Consider including questions such as:
- What would you like to see improved, removed, or done better?
- What (if anything) would you like to see changed in our processes?
- Do you find communication effective and easy within the team?
At the end of the day, you need to step back, look at what you see yourself doing – and compare it to what you actually do, and then see how it compares to what your team see. These questions every leader should be asking must be done on a regular basis. By taking quick action, being ready to make adjustments, and being honest with yourself, you can improve your skills, better your teamwork, and identify your own learning or growth opportunities.