Identify the strengths, weaknesses, blindspots and growth potential of a leader. Reduce the amount a leader doesn't know they don't know about their ability to practice modern leadership and be a well-functioning leader.
Lay the groundwork for leadership development based on subjective and objective leadership perception. Identify where the leader wants, needs and is open to receiving help.
Inverted: Avoid trying to get a leader to spend time on something they do not consider a priority, or help them with something which they are not yet ready to receive help with.
Help the leader reflect on and calibrate their own leadership awareness and confidence. Determine if the objective data matches their level of confidence in their own leadership.
This checklist is designed to be adminstered by executive coaches, mentors, HR personell, leaders of leaders and other leadership support functions.
Contact Wecomplish if you would like help from an executive coach to administer this process.
This checklist is also available in Norwegian.
What does their information diet look like? What kind of information do they go looking for, and which sources of information do they use to gather the information (e.g. podcasts, newsletters, YouTube, industry journals, etc.).
Use the survey How well does leadercoaching suit me? to uncover the subject's needs, motivations and attitudes related to coaching.
Presumably, the leader who has accepted the coaching has some sort of intuition around at which zoom level they would like to improve/focus/be held accountable.
Use this input to select the proper focus mode on https://[org].wecomplish.no/mode
Discuss how often/when we consider switching focus modes (i.e. when the liquidity is tanking or there isn't enough work).
How is the time of the leader distributed during a normal work week?
Use tools such as the time split and/or recurring allocations associated with responsibilities in Wecomplish to create a clearer and shared understanding of how they spend their time.
Complete a check-in to better understand what they are currenty focused on.
Have them consider the team leader with personell responsibilities profile, or a similar profile which fits them better, in order to understand what they care about and how satisfied their are with their own abilities today.
Have the person take the role clarity survey.
Have the person take the goal clarity survey.
Have them indicate familiarity with the leadership awareness skillset.
Complete the survey How well do I master basic management behaviour? or something similar in order to gauge self-assessment of leadership behaviour.
Complete an assessment of soft skills.
Discuss the data collected so far and discuss to which extent it accurately reflects their confidence in their leadership roles, and to which their are additional elements affecting their confidence.
Measure their familiarity with the leadership roles they hold.
Have the people they report to respond to the How effective is my manager survey.
Step through the team pillars to identify which pillars they identify as being (at least in part) responsible for.
Based on their leadership roles and pillar responsibilities, identify the relevant perspectives and conduct health checks of those perspectives.
Pour through the collected data and discuss