Health check

Manager performance

Make the quality of leadership within the organization more transparent. Support and hold individual managers accountable to performing at the top of their game.

This health check is also available in Norwegian.

Copy to your organization

Perspectives evaluted in this health check:

Enablement

Role clarity

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?

Goal clarity

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?

Support

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?

Check-ins

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?

Focus

Delegation

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?

Management focus

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?

Leadership awareness

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?

Organizational health

Competency gap

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?

Insight management

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?

Operationalization

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?