Leaders Coach Employees by Equipping them with Tools, Knowledge, Information, and Skills to Excel.
Answer these questions. Then see how you rate.
|1. I communicate what is expected in terms of behavioral standards and job performance to every member of my team.:|
|2. When appropriate, I show, teach or demonstrate how to complete an assignment or task, analyze a problem, or organize a project.:|
|3. I wait to hire the right person— rather than just any person—for an open position.:|
|4. When performance does not meet expectations, I clarify expectations and enforce consequences of non-performance.:|
|5. I am consistent in recognizing good work and specific in telling employees why their performance was good.:|
|6. I work with staff to build a development plan, asking first for their recommendations and then coaching as needed to align professional development to developmental needs.:|
|7. My staff meetings occur on a scheduled calendar and follow a standardized agenda organized around our department and organizational goals.:|
|8. I “round” on employees regularly, harvesting what’s working well and documenting what needs to be fixed so I can follow up.:|
|9. I use a defined process for cascading communication from the organization or within our department to all of my team members.:|
|10. When I ask employees to change behaviors, I explain how this makes a difference for patients, physicians, or other employees and helps us meet our organizational goals and mission.:|
|11. My staff feel I role model the standards of behavior.:|