I try to help them through these moments of self-doubt by asking them to try my leadership audit.
The point of the leadership audit is to try and put on a more quantitative footing the emotional feelings they have about their own success or otherwise.
Crucially, the leadership audit isn’t aimed at the senior management team. It’s aimed at the middle managers and more junior ranks.
It can be done by face to face interview, but is probably more effective and cost-efficient as a paper-based questionnaire.
The audit questionnaire can include questions like:
- how rigorous is recruitment in this company?
- what access to training do you have?
- do you have a set of objectives for the year that are SMART?
- how regularly do you have appraisal interviews?
- do you understand the basic principles of your business’ current strategy and how your objectives contribute to achievement of that strategy?
- what are the opportunities for progression in the company?
Respondents each have to mark the company on a scale relevant to the question. So, with the question ‘How rigorous is recruitment in this company?’ the scale is 1-10, where 1 is ‘Poor’ and 10 is ‘Excellent’.
The responses are collated and weighted and an overall score produced. A high score suggests good leadership in the company and lower scores suggest room for improvement. The key is that leadership performance becomes measured rather than guessed at. And benchmarking the exercise over the years reveals progress made.
By the way… a key question in larger companies is the one that asks respondents to name the CEO, MD and senior management team. When that comes back blank, the senior team know they have to get out more!
If you ask me—we all aren’t very effective. Not even by a long shot.
How effective are you?
Tags: appraisal interviews ceo doubts effective emotional feelings exercise footing high score junior ranks larger companies leadership performance middle managers overall score performance questionnaire recruitment respondents self doubt senior management team