The Top-3 Leadership Checklist

The Top-3 Leadership Checklist

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

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