Team leader

Ensure that people understand their own roles, and the roles of others.

• How is role clarity of team members distributed among managers?
• Which managers do we suspect would benefit the most from improving role clarity, and why?

Ensure that people understand their own goals, and the goals of others.

• How is goal clarity of team members distributed among managers?
• Which managers do we suspect would benefit the most from improving goal clarity, and why?

Ensure that people get the help they need and request.

• How are support needs of team members distributed among managers?
• Which managers do we suspect would benefit the most from focusing more on supporting their team members, and why?

Ensure that people regularly receive the support and accountability required to do their best work.

• To which extent are managers checking in with their direct reports?
• Which managers do we suspect would benefit the most from spending more time checking in with their direct reports, and why?

Ensure that management responsibilities are delelgated fairly, evenly and in accordance with the incentives, strenghts and weaknesses of each individual.

• Are organizational health pillars evenly and managably distributed?
• Are insight topics evenly and managably distributed?
• Are direct reports evenly and managably distributed?
• Are teams evenly and managably distributed?
• Are roles evenly and managably distributed?
• Are objectives evenly and managably distributed?
• Are the assignments aligned with the incentives, strengths and weaknesses of each individual?

Avoid leaders developing blind spots, deprioritizing their management responsibilities or doing what comes naturally rather than doing what's neccessary.

• Are there managers too focused on their own work, and not sufficently focused on the enablement of others?
• Are there managers too focused on managing people (human capital) that would be better off focusing more on managing insight?
• Are there managers too focused on managing insight (structural capital) that would be better off focusing more on managing people?

Ensure that leaders hold a representative picture of how good a leader they are. Improve awareness of where to focus on developing oneself as a leader.

• To which extent do individual leaders posess a high leadership awareness?
• Which leaders to we suspect would benefit the most from improving their leadership awareness?

Ensure that the leader is aligned with the values and ways of doing things within the organization.

Ensure that the leader is aligned with the purpose, mission, vision, strategy and north star objectives of the organiztion.

Ensure that people are sufficiently skilled to do work effectively and efficiently.

• What does each individual role holder need to master, and how is the competency gap distributed amongst managers?
• Which managers do we think would benefit the most from focusing on closing the competency gap, and why?

Ensure that the knowledge available to the organization is articulated, accessible and reusable.

• How easily available and complete is the playbook of each indidividual team?
• Which managers do we think would benefit the most from focusing on developing their team playbooks, and why?

Ensure that people have automated relevant expectations.

• How is operationalization of expectations distributed amongst managers?
• Which managers do we think would benefit the most from focusing on improving operationalization of their team playbooks, and why?