Achieving the Task
- Purpose. Am I clear what my task is?
- Responsibilities. Am I clear what my responsibilities are?
- Objectives. Have I agreed objectives with my superior?
- Working conditions. Are there adequate authority, money and materials?
- Targets. Has each member clearly defined and agreed targets?
- Authority. Is the line of authority clear?
- Training. Are there any gaps in the specialist skills or abilities of individuals in the group required for the task?
- Priorities. Have I planned the time?
- Progress. Do I check regularly and evaluate?
- Supervision. In case of my absence, who covers for me?
- Example. Do I set standards by my behaviour?
Building and Maintaining the Team
- Objectives. Does the team clearly understand and accept them?
- Standards. Do they know what standards of performance are expected?
- Safety Standards. Do they know the consequences of infringement?
- Size of team. Is the size correct?
- Team members. Are the right people working together? Is there a need for subgroups?
- Team Spirit. Do I took for opportunities for building team-work into jobs?
- Discipline. Are the rules seen to be unreasonable? Am I fair and impartial in enforcing them?
- Grievances. Are grievances dealt with promptly? Do I take a action on matters likely to disrupt the group?
- Consultation. Is this genuine? Do I encourage and welcome ideas and suggestions?
- Briefing. Is this regular? Does is cover current plans, progress and future developments?
- Represent. Am I prepared to represent and champion the feelings of the group when required?
- Support. Do I visit people at their work when the team is apart? Do I then represent, to the individual, the whole team in my manner and encouragement?
Developing the Individual
- Targets. Have they been agreed and quantified?
- Induction. Does he or she really know the other team members and the organization?
- Achievement. Does he or she know how his or her work contributes to the overall result?
- Responsibilities. Is there a clear job description? Can I delegate more to him or her?
- Authority. Does he or she have sufficient authority to achieve his or her task?
- Training. Has adequate provision been made for training or retraining, both technical and as a team manager?
- Recognition. Do I emphasise people’s success? In failure, is criticism constructive?
- Growth. Does he or she see a chance of development? Is there a career path?
- Performance. Is this regularly reviewed?
- Reward. Are work, capacity and pay in balance?
- The task. Is he or she in the right job? Has he or she the necessary resources?
- The Person. Do I know this person well? What makes him or him different from others?
- Time/attention. Do I spend enough time with individuals in listening, developing and counselling?
- Grievances. Are these dealt with promptly?
- Security. Does he or she know about pensions, redundancy and so on?
- Appraisal. Is the overall performance of each individual regularly reviewed in face-to-face discussion?
This Article is taken from Develop Your Leadership Skills
Written by Arshad. A