Leadership - Key Questions To Ask
Leadership - Key Questions To Ask
Are you willing to make an immediate presentation to your team about the strengths and weaknesses of any of your competitors?
Could you clearly communicate – at this moment – your company’s long-term objectives and goals?
Is each member of your team working to high performance goals; tied into what the team, department and company needs to achieve?
If you had to hire a new member of your team tomorrow, would you be confident of selecting an individual capable of doing their job successfully – and of them becoming a valuable and participative team member?
Do you demonstrate an on-going sense of urgency when talking to your team members about what needs to happen? NB: This isn’t the same as showing the signs of panic!
Do you encourage members of your team to set goals for themselves (tied into team, departmental and company objectives) rather than always telling them what you want them to do?
Are you accepting of views and ideas different from yours? This means always being prepared to consider them both objectively and then realistically – rather than simply defensively!
Can you handle multiple “happenings” in your role by setting, and working to, effective priorities?
Do you confront any situations of conflict in an honest, direct and solution-seeking manner; rather than hoping they’ll go away; or charging in and making the situation worse?
Do you plan for change in a thoughtful way, considering a range of options? Do you then discuss these with those involved? And, finally, introduce change in a planned way, rather than as a reaction to yet-another crisis?!
Do you provide your team with effective, balanced and consistent feedback in tough times as well as happy ones? Do you demand the same about yourself from them?!
Do you support and, if necessary, defend your people when unfair criticism or pressure is being applied to them?
Do you keep in contact with your people’s Customers, but only in ways that keeps the team member involved – rather than discussing things when they’re not there?
Do you encourage your people to take “acceptable risks” to see if they can develop the business and its individual Clients?
Do you weigh the information, factors, alternatives and options when decisions need to be made – rather than justifying the action you want to take? Once you’ve decided, do you advise everyone concerned as quickly and clearly as possible?
Through answering these questions - and it's by no means an exhaustive list - you should have built up an idea of key strengths to utilise - and, perhaps, some areas to work on - when aiming to effectively lead your team or group
Leadership Key Questions To Ask - To learn more about this author, visit Gordon Veniard's Website.
Like this article? Share it with your friends
Do you keep yourself up-to-date with changes in your marketplace? And make sure that your team members do so too?
Are you willing to make an immediate presentation to your team about the strengths and weaknesses of any of your competitors?
Could you clearly communicate – at this moment – your company’s long-term objectives and goals?
Is each member of your team working to high performance goals; tied into what the team, department and company needs to achieve?
If you had to hire a new member of your team tomorrow, would you be confident of selecting an individual capable of doing their job successfully – and of them becoming a valuable and participative team member?
Do you demonstrate an on-going sense of urgency when talking to your team members about what needs to happen? NB: This isn’t the same as showing the signs of panic!
Do you encourage members of your team to set goals for themselves (tied into team, departmental and company objectives) rather than always telling them what you want them to do?
Are you accepting of views and ideas different from yours? This means always being prepared to consider them both objectively and then realistically – rather than simply defensively!
Can you handle multiple “happenings” in your role by setting, and working to, effective priorities?
Do you confront any situations of conflict in an honest, direct and solution-seeking manner; rather than hoping they’ll go away; or charging in and making the situation worse?
Do you plan for change in a thoughtful way, considering a range of options? Do you then discuss these with those involved? And, finally, introduce change in a planned way, rather than as a reaction to yet-another crisis?!
Do you provide your team with effective, balanced and consistent feedback in tough times as well as happy ones? Do you demand the same about yourself from them?!
Do you support and, if necessary, defend your people when unfair criticism or pressure is being applied to them?
Do you keep in contact with your people’s Customers, but only in ways that keeps the team member involved – rather than discussing things when they’re not there?
Do you encourage your people to take “acceptable risks” to see if they can develop the business and its individual Clients?
Do you weigh the information, factors, alternatives and options when decisions need to be made – rather than justifying the action you want to take? Once you’ve decided, do you advise everyone concerned as quickly and clearly as possible?
Through answering these questions - and it's by no means an exhaustive list - you should have built up an idea of key strengths to utilise - and, perhaps, some areas to work on - when aiming to effectively lead your team or group
Leadership Key Questions To Ask - To learn more about this author, visit Gordon Veniard's Website.
Like this article? Share it with your friends
 | |
 |
No article feedback found. |
| |
Leave Your Feedback |
 | |
| |||
Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
|||
|
To learn more about the Evan Elite Author Program please contact us. | |||
 | |
|  |
Subscribe to Gordon's articles
 | |
|
|  |
 | |
|
| |
 | |||||||
|
 | ||
 |
||
 |
||
 |
||
|
| ||
 |
| Have you written articles that would be of value to entrepreneurs? Become an expert on our site by publishing them! Expose yourself to a wide audience, drive more traffic to your website and get more sales! Click Here for details. |
|
|
 |
| Modeling the Masters: Learn the true secrets behind Walt Disney's business success factors & grow your company! Video produced by Phanta Media |
|
|
 |
"Learn straight from Evan how you can Make a Full Time Income (And More) from a Website"
Click Here To Learn More |
|
|
|
|
Get advice & tips from famous business owners, new articles by entrepreneur experts, my latest website updates, & special sneak peaks at what's to come!
|
|
|
 Press Advertising Attract Desired Careers Employee Engagment 5 Step Action Plan Benefit From Analytics |
|
 | ||
 |
Top 50 Blogs For Startups
Top Blogs To Watch In 2008 | |
 |
Top 50 Business Plans
Top Business Plan Blogs | |
| ||
 | ||||
| ||||
|
| ||||
| ||||
|
|
|
|
|
||||||||||||
|
Email us your ideas on how to make our website more valuable! Thank you Sharon from Toronto Salsa Lessons / Classes for your suggestions to make the newsletter look like the website and profile younger entrepreneurs like Jennifer Lopez and Sean Combs!
|
|
|
