5 Metric Leaders Should Use To Rate (Evaluate) Themselves
Several decades ago, the Mayor of the City of New York, Ed Koch, was famous for always asking, "How am I doing?" Over and over again, this Mayor asked this question, but rarely did he actually wait to get a response or an answer, before proceeding.
It was akin to the commonplace behavior that we often observe when someone says to another, "Hi, how are you?," to someone, but then merely walks away before listening for any response.
While these may be merely examples of conversational or stylistic aspects of empty rhetoric, they rarely are used for the leader to be better able to evaluate his own performance and actions.
Although I often am disturbed by the over - reliance today of the word metrics by many leadership trainers, if a leader had a meaningful checklist to know how he was doing, wouldn't it be helpful and useful? Here are 5 Metrics Leaders Should Use to Rate/ Evaluate Themselves.
1.
Don't merely say that you care, or will address needs and priorities, by resorting to empty rhetoric, but rather create, develop and use a well - developed timeline for action.
This process gives someone a direct, simple way to measure how one is doing, because you can compare this document/ list, against what has actually occurred or been done.
Be careful not to merely do this to create another of those valueless reports, but rather make it useful by helping you know if you're living up to your stated objectives.
2.
Have you created and articulated specific goals, priorities, and other ambitions? Evaluate objectively what you have done, what is planned, and whether the results are proceeding as they should, do best achieve what you strive to.
3.
Is your everyday behavior one that demonstrates your strict adherence to absolute integrity, based on a consistent, positive, useful and relevant ideology? Do you bring honor to your position, and to the organization you serve, by your deeds (rather than merely your words)? 4.
Do you consistently demonstrate the courage of your convictions, and stand up for what you feel most strongly about? Are you transparent in your actions, behaviors and words? Only when someone clearly proceeds in such a way, can he anticipate that constituents will truly respect him.
Those that wish to lead must realize that it is far more important to earn (and gain) the respect of those one serves, than to be merely popular! 5.
Are you practicing the basic tenets and actions of leadership by example? Replace empty rhetoric with actions, and show people why, how, and what needs to be done, and what doing so would mean to their group.
It's difficult for most of us to be truly objectively introspective, but perhaps even more challenging to those who lead to do so.
It would probably be helpful and meaningful to consistently pursuethese 5 Metrics Leaders Use to Rate (Evaluate) Themselves.
It was akin to the commonplace behavior that we often observe when someone says to another, "Hi, how are you?," to someone, but then merely walks away before listening for any response.
While these may be merely examples of conversational or stylistic aspects of empty rhetoric, they rarely are used for the leader to be better able to evaluate his own performance and actions.
Although I often am disturbed by the over - reliance today of the word metrics by many leadership trainers, if a leader had a meaningful checklist to know how he was doing, wouldn't it be helpful and useful? Here are 5 Metrics Leaders Should Use to Rate/ Evaluate Themselves.
1.
Don't merely say that you care, or will address needs and priorities, by resorting to empty rhetoric, but rather create, develop and use a well - developed timeline for action.
This process gives someone a direct, simple way to measure how one is doing, because you can compare this document/ list, against what has actually occurred or been done.
Be careful not to merely do this to create another of those valueless reports, but rather make it useful by helping you know if you're living up to your stated objectives.
2.
Have you created and articulated specific goals, priorities, and other ambitions? Evaluate objectively what you have done, what is planned, and whether the results are proceeding as they should, do best achieve what you strive to.
3.
Is your everyday behavior one that demonstrates your strict adherence to absolute integrity, based on a consistent, positive, useful and relevant ideology? Do you bring honor to your position, and to the organization you serve, by your deeds (rather than merely your words)? 4.
Do you consistently demonstrate the courage of your convictions, and stand up for what you feel most strongly about? Are you transparent in your actions, behaviors and words? Only when someone clearly proceeds in such a way, can he anticipate that constituents will truly respect him.
Those that wish to lead must realize that it is far more important to earn (and gain) the respect of those one serves, than to be merely popular! 5.
Are you practicing the basic tenets and actions of leadership by example? Replace empty rhetoric with actions, and show people why, how, and what needs to be done, and what doing so would mean to their group.
It's difficult for most of us to be truly objectively introspective, but perhaps even more challenging to those who lead to do so.
It would probably be helpful and meaningful to consistently pursuethese 5 Metrics Leaders Use to Rate (Evaluate) Themselves.
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