- Motivates and challenges employees to attain a shared vision.
- Gives inspiring presentations or discussions.
- Incorporates the company Philosophy, Mission Statement, and Core Values into daily branch life so that co-workers accept them as more than just written documents
- Incorporates the company Philosophy, Mission Statement, and Core Values into the district's culture so that co-workers accept them as more than just written documents
- Inspires a shared culture by keeping employees informed and working together.
- Inspires a sense of pride and shared ownership.
- Instills important values and vision within the department employees.
- Inspires a shared vision of being the best.
- Leads by example.
- Motivates others to work together toward common objectives.
- Projects a "can-do" attitude when interfacing with peers, subordinates and customers(especially during difficult and challenging times).
- Sets a positive example admired by others.
- Leads team to achieve consensus, solve problems, and accomplish tasks.
- Inspires, encourages, and guides others toward the vision, mission, and goals.
- Doesn't show discouragement when facing setbacks.
- Leads team to set goals, solve problems, and accomplish tasks.
- Sets a positive example.
Organization and Planning
- Able to conceptualize, organize, staff and manage a program with results.
- Able to organize the work of others.
- Can organize efforts of other employees.
- Can organize others.
- Has own self-development plan; seeks opportunities for self-development on an ongoing basis
- Is able to get the appropriate resources to support individual or team initiatives.
- Provides structure.
- Runs efficient and effective meetings with agendas, action items, and accountabilities clearly spelled out
- Volunteers to participate on special projects, teams, or events.
- Helps employees to focus on the tasks that need to be completed.
- Uses feedback to modify duties, tasks, requirements, and goals when appropriate.
- Allocates as much time as needed for task completion.
- Maintains focus on the current plan even if it means saying "no" to unnecessary, or unrelated, projects.
- Expects participation by all team members.
- Empowers others to achieve results and holds them accountable for actions.
- Holds core team members and DMs accountable to commitments made
- Holds Supervisor and core team members accountable for commitments and assignments
- Holds team members accountable to commitments made
- Identifies and addresses employee behavioral problems.
- Signals commitment to critical processes.
- Takes ownership and accountability for results
- Holds others accountable for their actions.
- Recognizes poor performance and address it appropriately.
- Provides early warning to subordinate leaders of tasks they will be responsible for.
- Accepts responsibility for organizational performance.
- Takes responsibility for and correct poor performance.
- Acts decisively in implementing decisions.
- Gathers and analyzes data and develops rationale for decision.
- Gets others to participate in making decisions and in setting goals for project completion without dictating or providing answers. Guides decision-making by coaching, counseling and rewarding.
- Implements decision and evaluates results.
- Shares information regarding decision making so that others understand the relevant positions.
- Is able to decline bad ideas to avoid making poor decisions.
- Assesses current capabilities before committing to new requests.
- Appears to trust own instincts and insights.
- Suggests methods to reduce stress within work environment.
- Influences the decisions made at the Company.
- Uses persuasion and influence instead of micromanaging employees.
- Able to influence others.
- Influences the work of employees within the department.
- Can influence and persuade others to a course of action.
- Influences [Company]
- Influences department
- Influences organization
- Influences others
- Influences others in a way that results in acceptance, agreement, or behavior change.
- Influences others on his/her team to reach goals, improve performance, and try new things
- Influences the organization
- Effective in selecting and retaining high performing employees.
- Clearly communicates company, area, and market objectives and inspires others to action
- Clearly communicates the importance and thought process behind the company and area vision, thus inspiring others to work toward key objectives
- Communicates calmly and honestly with co-workers, customers, and supervisors, even when stressed.
- Communicates frequently with entire core team to ensure inter-departmental alignment and collaboration to accomplish objectives
- Consistently communicates why something needs to be done or changed and relates current initiatives to Company vision and goals.
- Communicates with others how they contribute to and support the company's mission.
- Consistently follows the Commitments to Communication in dealing with others
- Encourages dialogue to clarify decision making and inform staff
- Identifies and shares information which is useful to self and others to promote prompt response to business needs.
- Pays attention to and conveys understanding of the comments and questions of others.
- Actively listens to employees as they explain their understanding of problems and situations.
- Gives subordinates the reason for tasks.
- Keeps subordinates informed.
- Clearly articulates expectations.
- Defines requirements by issuing clear and concise orders or guidance.
- Communicates calmly and honestly even when stressed.
- Clearly explains performance expectations and goals to be reached at the beginning of a project, then let's others decide how to achieve the goal.
- Guides individuals toward goal achievement using negotiation, teamwork/collaboration, motivation and staff development skills.
- Expresses clear goals and objectives.
- Implements Philosophy/Mission-based initiatives within work environment and monitors results
- Motivates others to reach and exceed organizational goals and objectives.
- Sets specific, measurable, and challenging goals.
- Sets clear goals and objectives for subordinates.
- Sets a high level of performance expectations and challenges others to do the same.
- Sets sort and long-term goals and objectives.
- Sets goals and objectives that exceed those of peers or team members.
- Says "no" to goals that will detract from the organization's objectives.
- Able to stay focused on important goals by saying "no" to less important goals and requests.
- Able to decline a poor goal by proposing alternate goals.
- Coaches core team to document and hold co-workers accountable for assignments and commitments
- Coaches others and prepares them for current and future business demands.
- Guides and mentors others as they proceed throughout their decision-making process.
- Provides individual coaching for employees as needed.
- Encourages mentoring relationships.
- Coaches employees about the significance of the Company within our industry.
- Mentors others.
- Mentors employees.
- Critiques own performance as a means of self-improvement and initiates self-development activities
- Demonstrates commitment to long-term development of self and associates.
- Encourages self-development for employees at all levels of the organization
- Helps to develop team members
- Provides resources to enable individuals to develop professionally.
- Removes performance barriers by providing necessary systems, information, tools, and resources people need to do their jobs and develop.
- Able to increase the performance of under-performing employees.
- Sits down regularly with employees to review their job performance.
Open to Feedback
- Encourages and is receptive to working out problems and challenges --- no reluctance from team members to come forward with concerns/issues.
- Is accessible and approachable to associates.
- Responds to performance feedback, identifying development opportunities (i.e., training) related to current job
- Seeks input and ideas from employees by involving them in decisions.
- Solicits performance feedback from others.
- Values upward feedback from subordinates and peers and solicits it actively.
- Remains open to suggestions, ideas, and opinions of others.
- Actively listens for feedback from subordinates.
- Gives direct, constructive, and actionable feedback.
- Provides positive reinforcement and honest feedback to subordinates.
- Provides accurate, timely, and (where appropriate) positive feedback.
- Fosters an environment that values initiative and creativity.
- Can persuade other peers and team members.
- Encourages others to question certain procedures which they may not understand and to communicate what they need.
- Gains commitment by persuasion.
- Encourages peers and subordinates to challenge his/her views or opinions.
- Encourages innovation and creativity by others.
- Gains cooperation, support, and buy-in of others.
- Empowers others to succeed within their jobs.
- Helps others develop ideas and actions to reduce and minimize stress within the work environment
- Provides challenging assignments to employees.
Rewards and Recognition
- Rewards employees for contributions toward meeting the needs of customers.
- Encourages MDs to set up recognition programs to reward individuals who demonstrate initiative and "live out" company values
- Finds creative ways to reward employees for hard work.
- Is more likely to recognize employees for good performance rather than to criticize them for a performance problem
- Recognizes and rewards employee contributions to the team effort.
- Recognizes and rewards employees for their accomplishments.
- Rewards employees for innovation and calculated risk taking
- Rewards individuals who demonstrate initiative (e.g., sets up recognition programs)
- Utilizes recognition, and non-monetary rewards, as well as financial compensation, to reward excellent performance
- Recognizes individual and team accomplishments and reward them appropriately.
- Credits subordinates for good performance.
- Maximizes the efforts of all team members.
- Focuses others on the necessary tasks that need completion.
- Able to align manpower, design work, an allocate tasks to achieve goals.
- Aligns work of employees to a common goal or objective.
- Establishes a sense of order and control in the branch; co-workers know their roles
- Fosters team cooperation, builds trust among team members and creates commitment to team goals.
- Meets regularly with subordinates to align their work with the goals and objectives of the Company.
- Uses situational leadership employing the appropriate leadership style to maximize performance given the situation.
- Focuses team efforts on meeting the needs of the customers.
- Able to take advantage of the different capabilities and talents of team members.
- Considers duty positions, capabilities, and developmental needs when assigning tasks.
- Explains important concepts to the employees.
- Helps co-workers/teams understand the company, area, and market vision and priorities
- Uses knowledge of individual strengths, weaknesses, and styles to facilitate effective learning
- Demonstrates empathy for the impact of change on people and processes
- Takes an active interest in the success of others.
- Highly effective supervisor.
- Demonstrates leadership and courage in critical situations.
- Is a leader within the department.
- Effectively leads others.
- Able to lead the organization.
- Demonstrates effective leadership talent and skills
- Maintains high ethical standards.
- Effective leadership talent and skills
- Enhances the quality and productivity of the team.
- Expresses pride in the accomplishments of employees or the department.
- Has the trust and support of the Supervisor and district core teams
- Is a highly effective supervisor.
- Improves work quality for the team.
- Performs effectively, even under frustrating or challenging work conditions
- Selects the best and brightest people from inside or outside the company.
- Attempts to satisfy subordinates' needs.
- Demonstrates core value behaviors in actions towards others and in work performed
- Regularly attends to, and contributes at, meetings.
- Supports Company sponsored training and development initiatives.
- Demonstrates and encourages a strong customer focus
Says NO when necessary
- Able to say "no" when necessary to effectively execute business strategy and meet long-term objectives.
- Able to say "no" when it is essential to maintaining quality and high standards.
- Says "no" to ideas that will result in lost time and effort.
- Says "no" to strategies that will detract from the organization's objectives.