hr-survey.com

Competency: Leadership

Leadership Skills
Leadership
Management
Establishing Focus/Direction
Managing Performance
Supervisory Skills
Persuasion and Influence
Project Management
Delegation
Performance


Inspires

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.