My goal as a leadership coach and consultant is to help my clients become the best leaders that they can be.
I’m going to kick off the 2018 leadership toolkit series via a two part blog summary of the 12 key questions from First, Break All the Rules by Jim Harter, Ph.D. The book highlights the 12 essential questions that must be answered to measure the strength of your leadership and company. You and your company's success can be determined based on the answers to these questions.
Question 1: Do I know what is expected of me at work?
Do you know what is expected of you at work? If the answer is yes, you’re likely more productive and engaged than those that don’t. If the answer is no, you likely feel more anxiety and stress at work. Having clear expectations is critical. It correlates directly with employee engagement, productivity, confidence and stress.
Question 2: Do I have the materials and equipment I need to do my job right?
Are you giving direction without consideration of the resources available? If the resources aren’t there you’re setting the worker and yourself up for failure.
Question 3: At work, do I have the opportunity to do what I do best every day?
Are you delegating projects that will allow team members to shine? If not, you’re risking disengagement as a worker may not feel accomplished or confident in what they’re doing therefore decreasing morale.
Question 4: In the last seven days, have I received recognition or praise for doing good work?
If you want to have a happy productive team, recognition is a must. Make sure the praise is specific and tells them how their contributions impacted the big picture goals.
Question 5: Does my supervisor or someone at work seem to care about me as a person?
Your team is comprised of individuals. They are people with real lives outside of work. Show your support by getting to know them and seeing them as the individual they are. Showing interest can increase engagement and reduce turnover. Everyone wants to feel that they are seen and that they matter.
Question 6: Is there someone at work who encourages my development?
I know work can get crazy and sometimes it’s easy to blow off those coachable moments or 1:1’s. Not making time to show interest in a your team members development can show them that as a leader you’re not interested in their growth. Develop those around you. The more you do the better they will shine and you will too.
Focus on answering these 6 questions for the coming week. You might be surprised by how quickly you can turn around and motivate your team.
“Leadership is not a position or title. It is action and example”.