Middle- to Upper-Level Manager, Organizational Leader
|
 |
Non-Manager
|
Character
- Eagerly pursues new knowledge, skills, and methods
- Knows own strengths and limitations
- Personally committed to the strategy
- Makes decisions based on business needs rather than personal agenda
- Self confident
- Open to feedback and criticism
- Avoids negative politicking and hidden agendas
- Willing to take a courageous stand
- Trusts others appropriately
- Respected by others
- Sincere and straightforward
- Serves others; avoids selfishness
- Accepts responsibility for own mistakes
- Can be trusted with sensitive information
- Patient when necessary
- Avoids bias in attitude or treatment of people
|
Character
- Patient when necessary
- Self confident
- Open to feedback and criticism
- Avoids negative politicking and hidden agendas
- Willing to take a courageous stand
- Trusts others appropriately
- Respected by others
- Sincere and straightforward
- Serves others; avoids selfishness
- Accepts responsibility for own mistakes
- Can be trusted with sensitive information
- Eagerly pursues new knowledge, skills, and methods
- Knows own strengths and limitations
- Avoids bias in attitude or treatment of people
|
Interpersonal Skills
- Resolves conflicts among team members
- Brings conflicts into the open for resolution
- Listens effectively
- Encourages open dialog
- Gives personal attention; is accessible
- Adjusts to changes without frustration
- Preserves others’ self esteem
- Earns respect without being overbearing
- Recognizes the value of people with different talents and skills
|
Interpersonal Skills
- Recognizes the value of people with different talents and skills
- Brings conflicts into the open for resolution
- Listens effectively
- Adjusts to changes without frustration
|
Building Talent
- Gives me enough feedback
- Gives feedback accurately and fairly
- Makes performance review a meaningful experience
- Develops a talented team
- Judges the capabilities of people accurately
- Keeps talented people challenged
- Develops bench strength for the future
- Develops career paths for talented employees
- Knows employee needs for development
- Provides cross-training and job rotations
|
Building Talent
|
Leadership/Motivation
- Makes a compelling case for his/her point of view
- Effectively persuades others in order to build commitment for ideas
- Communicates an inspiring vision
- Helps people develop passion for their work
- Recognizes employee contributions and ideas
- Sensitive to satisfaction and morale in the group
- Generates urgency in others
- Recognizes and rewards high performers
- Provides a positive example; "walks the talk"
- Creates an atmosphere that inspires others to achieve at a higher level
- Helps staff define clear objectives
- Regularly reviews objectives with staff
- Involves employees in decisions
- Delegates enough work
- Delegates authority; encourages independence
- Sets clear deadlines
- Facilitates rather than dominates
- Manages costs without alienating work force
- Communicates reasons for changes and decisions
- Conducts effective meetings
- Manages people according to their unique needs
- Tolerates honest mistakes as learning experiences
- Articulates the strategy in plain language
|
Motivation
- Makes a compelling case for his/her point of view
- Effectively persuades others in order to build commitment for ideas
- Conducts effective meetings
- Sensitive to satisfaction and morale in the group
- Provides a positive example; "walks the talk"
- Tolerates honest mistakes as learning experiences
|
