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.
Accountability
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.
Decision Making
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.
Insight
Appears to trust own instincts and insights.
Suggests methods to reduce stress within work environment.
Influences
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.
Communication
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.
Goals
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.
Mentors
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.
Development
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 Feedback
Gives direct, constructive, and actionable feedback.
Provides positive reinforcement and honest feedback to subordinates.
Provides accurate, timely, and (where appropriate) positive feedback.
Creativity
Fosters an environment that values initiative and creativity.
Persuasion
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.
Empowers Others
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.
Coordinates Efforts
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.
Teaches
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
Emotional Intelligence
Demonstrates empathy for the impact of change on people and processes
Takes an active interest in the success of others.
Effective Leader
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.
Participative
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.
Customer Focus
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.