Evaluating Leadership Efforts Using Leadership Scorecard

Businesses are increasingly held responsible for expenditures, and the HR department must also give very good reasons supporting their programs and provide results. Leadership scorecards will aid HR in assessing and putting dollar figures on the benefits of leadership development programs (leadership training classes, professional coaching, mentoring, developmental job assignments, and feedback programs).

How can you evaluate the leadership efforts of managers and supervisors? Before setting up the scorecard, you need to categorize the leadership attempts from small to large scale:


* Convincing leaders to do something new;

* Influencing peers to act or think differently;

* Selling news idea to your superior;

* Getting the HR department to modify small but important processes;

* Convincing the HR department to accept larger scale changes;

* Influencing the entire organization to change direction; and

* Convincing the organization to implement this major change.

You can also think of other categories. Monitor how often in each week the managers and supervisors show leadership at each level. The above list will encourage you to start small. If they have successfully shown leadership many times at the first levels, then you might be certain enough to elevate your game to much higher levels.

Specifically, you can also answer the following questions to evaluate managers and supervisors: Are the leaders promoted from within really demonstrating leadership competence, or were they chosen because they were the only ones "left standing"? Do they exhibit maturity and reliability? Are they capable of establishing healthy working relationships with other people? Do they learn when receiving supervision? Are they passionate about their jobs? Have their inferiors developed extra skills? Are there "results" from the processes they manage or supervise? Can they delegate effectively? Do they possess the skills in motivating their staff? Do they exhibit can-do, positive attitudes?

In addition, do the managers and supervisors take on complicated tasks? Is there regular individual supervision? Do they hang out with their subordinates outside the office hours? Do they get what they need from such departments as finance, HR, communication, and facilities? Do they recognize the dedication, hard work, and good work of their subordinates? Do they make written "goals" to pursue? Are their work aligned with organizational goals?

Why should you bother in evaluating the leadership of managers and supervisors? The major motivation for it is that their confidence could be boosted and it might cheer them up to demonstrate even more leadership. They probably show their leadership competence in many ways daily without even noticing it. They can easily fail to notice the seemingly little things they perform each day, not aware that they have affected people around them. They may discount things that seem easy or obvious for them. Often, many leaders do not consider such things as major concerns; however, they might be very difficult and new for others. Therefore, if you do not use the scorecard, then the managers and supervisors may think they are not actually showing anything at all; when in fact, they are showing leadership competence.

There is an old adage: What gets quantified, gets done. This also applies to leadership. A leadership scorecard measures leadership potentials and can provide justification to your leadership development programs.

Evaluating Leadership Efforts Using Leadership Scorecard

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Teamwork and Psychology: Insights From 30+ Years of Business Coaching

What does it take for 800 people to work together on a project with minimum friction? Back in 1983, that's exactly what my partner Lynda-Ross and I aimed to figure out.

When I fist met Lynda-Ross, she was managing a very large multi-year systems development project for a major corporation, and she was searching for tools to help the people working on the project stay motivated, reduce conflict, and perform to the best of their capabilities.


Through my years of college and graduate school, I had been fascinated by theories about psychological styles-such as those posited by Carl Jung-but none of the theories I studied fit my personal experience. Beginning with my doctoral dissertation and continuing through 18 years in private practice, I had worked to create a practical, useable psychological styles theory that integrated internal experience with observable behavior.

Lynda-Ross brought me in as a consultant to the project to help the management staff learn tools and techniques to improve teamwork and optimize the talents of the existing staff. The more we observed and worked with people, the more we discovered.

One of the things we learned was that, not only do people who perceive the world similarly get along better, but they also had many of the same skills and abilities. As we thought about it, it made sense to us that people who perceived things similarly would possess similar skills. It was the next logical step to realize that the skill and ability similarities we observed were based on a similar style of perception, and that each of the six Perceptual Styles had an innate set of natural capacities.

Together we developed processes and training that used the Perceptual Styles Theory to help build teams, diffuse unnecessary conflict, and help people to understand that seeing things differently is not wrong, just different.

More than thirty years later, the same things we observed on that first project have held true, and they remain the basis of our work as coaches. Why? Because what it took for that huge team to succeed is what it takes for any team to succeed. Here are the four main components:

1. It takes people with different Perceptual Styles filling different positions on the team. After all, skills and abilities are directly tied to the ways that we perceive the world as individuals. The person who excels at accounting is generally not the same type of person who thrives in customer service.

2. It takes all of those people learning how to communicate effectively with one another, despite the differences in their Perceptual Styles. Simple adjustments in language and message delivery can eliminate 90 percent of all communication conflicts.

3. It takes all of those people feeling motivated, even though the differences in their Perceptual Styles means that they will be motivated in different ways. A range of incentives are required for optimum momentum on a project.

4. It takes leadership based on the team leader's actual skills and abilities. There are many different ways to lead, but the only right way for any given person is the one that fits their innate Perceptual Style.

At every level of development, psychological styles are a huge factor in the success or failure of a business-because no matter what it is or what it does, people are what make your business tick.

Teamwork and Psychology: Insights From 30+ Years of Business Coaching

Gary Jordan, Ph.D., has over 27 years of experience in clinical psychology, behavioral assessment, individual development, and coaching. He earned his doctorate in Clinical Psychology from the California School of Professional Psychology - Berkeley. He is co-creator of Perceptual Style Theory, a revolutionary psychological assessment system that teaches people how to unleash their deepest potentials for success. He's a partner at Vega Behavioral Consulting, Ltd., a consulting firm that specializes in helping people discover their true skills and talents. For free information on how to succeed as an entrepreneur or coach, create a thriving business and build your bottom line doing more of what you love, visit http://www.yourtalentadvantage.com.

See Also : The Global Marketing Motivational Techniques

Tips for Relieving Depression That Work!

Feeling down, disgusted, fatigued and suicidal are only a few attributes of depression, which sufferers have to face daily. Symptoms as such make living a difficult task and often interfere with victim's both social and private life by interfering with their cognition and overall motivation. In other words depression can turn a physically fit, highly motivated person into a fatigued, blank minded vegetable. As harsh as this state of mind may sound and be, the symptoms can be alleviated, if not completely extinguished by following some of the most basic depression/anxiety combating methods:

1. Exercise - if you are not already involved in some regular physical activity why not give it a try? Exercise has proven to be as effective as a secondary anti-depressant in alleviating troubling symptoms. Spending as little as 20 minutes a day on jogging (going for a walk will initially suffice until your stamina has increased) or other aerobic exercise can greatly lift your mood in the long run since it promotes the secretion of many mood enhancing neurochemicals such as serotonin.


2. Healthy habits - smoking tobacco or drinking alcohol may seem like a great help in combating depressive symptoms, but it is only a short-term solution with detrimental long-term consequences as these substances are neurotoxic with a high risk of developing dependency. Eating excess of sugars may seem to lift your mood, but a sugar rush is only a short lived experience which only adds to mood swings and severity of symptoms if practiced long enough. Introducing a more protein rich diet, eating fruits and vegetables and drinking water instead of flavored drinks will result in a greater mental clarity and an enhanced feeling of well-being. I personally have found that avoiding carbohydrates and eating rather frequently and in small increments allows me to think more lucidly

3. Knowing your enemy - what I like to do is research depression and find the possible chemical/mental sources. Once you are aware of the exact mechanism of action of your depression you will be much more efficient at defeating the disorder. The obtained knowledge will guide you to a relief as you will be able to recognize depressive triggers and resist them. Eventually you will be able to just tell yourself: "its only depression trying to make me feel miserable" and hence you will not let it take over you. This is probably the most helpful and crucial step in combating any psychiatric illness. So spend some of your free time learning about depression by reading books and articles (there are plenty on the web) and see for yourself the progress you will be able to make.

Depression, as any mental disorder, requires a lot of patience as results will not be seen immediately, but rather gradually in an augmenting intensity. Therefore it is important to learn to appreciate each small step you make, because in the end these will add up to a one ample achievement.

Tips for Relieving Depression That Work!

What I have found exceptionally resourceful are the following sites:

Although the latter article does not address depression in particular, but rather anxiety it does not matter as these two disorders often merge and are a part of the other.

I wish all of you the best and a quick mood improvement!

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