Purpose

The self-assessment is designed to be a tool that will provide YOU with your own personal insights. Please be candid in your responses and appraise your skills objectively. No one will see your specific information unless you choose to share it with them.

Directions

Reflect on your leadership skills in each of the self-assessment categories. Read each “I, as a leader…” behavior and candidly rate your ability from Always (5) to Never (0).

I, as a leader:
Show Up as the Leader Always Quite Often Sometimes Infrequently Rarely Never
1 Communicate a sense of "being in charge."
2 Maintain a positive, upbeat, enthusiastic attitude.
3 Display a high standard of ethics and principles.
4 Generate a sense of team pride and spirit.
5 Earn the respect and trust of team members.
6 Serve as a good role model (you lead by example).
7 Create an environment that inspires others to achieve at a higher level.
Communicate Effectively and Connect with People Always Quite Often Sometimes Infrequently Rarely Never
8 Solicit and listen to people's feelings, ideas, and solutions.
9 Communicate in a deliberate manner; my communications are planned, thoughtful, and clear.
10 Actively build relationships with team members.
11 Make myself accessible to team members (I feel that I can come to you most any time).
12 Give full attention to discussions with my people and minimize distractions.
13 Ask for insights/advice from my team.
Enable Performance (Expectations, Goals/Vision) Always Quite Often Sometimes Infrequently Rarely Never
14 Provide information about the organization and my people's role in the attainment of organization goals.
15 Communicate clear team goals. Team members understand and share the goals and can make decisions based on those goals.
16 View my people as partners who are critical to the success of the team.
17 Trust my people to do the work and make decisions independently.
Manage Performance (Analyze Performance, Feedback, Difficult Conversations) Always Quite Often Sometimes Infrequently Rarely Never
18 Make performance expectations and priorities clear.
19 Provide my people with regular feedback (positive and constructive) on their performance.
20 Provide the tools, training, resources, and support necessary for my people to excel at their job.
21 Ensure that all team members are pulling their own weight.
22 Address performance problems immediately before they become major issues.
23 Tell my people when they are not meeting expectations.
24 Help my people solve their own problems.
Help Unleash Potential (Coaching and Delegation) Always Quite Often Sometimes Infrequently Rarely Never
25 Promote a culture of continuous self-improvement.
26 Demonstrate that I really want my people to succeed.
27 Work with my people to develop and enhance the key skills they need for success.
28 Encourage my people to self-assess their performance, identifying what is working and how they can do things even better.
29 Build confidence not only in my people's capabilities, but also in their ability to continuously improve and take appropriate risks.
30 View mistakes/failures as opportunities to develop and grow.
31 Delegate appropriately and effectively.
32 Challenge my people with opportunities to stretch their skills and grow.
Motivate Individuals and the Team (Motivation/Recognition) Always Quite Often Sometimes Infrequently Rarely Never
33 Understand the things that motivate the individuals I lead.
34 Communicate to my people the value of their efforts.
35 Encourage my people when they are discouraged or about to undertake new or difficult assignments.
36 Give credit publicly when deserved.
37 Provide specific positive reinforcement regularly.
38 Recognize each team member's unique talents and leverage them for the benefit of the team.

 
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