Learn about a leader

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.

Copy to your organization

Tasks contained in this checklist:

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Learn about them as a person 3
  • In a relationship?
  • Kids (ages)?
  • Work priorities occupying head space?
  • Personal priorities occupying head space?
  • What motivates you?
  • What annoys you?
  • What are your values (what do you value)?
  • Do you have any particular quirks that I should be aware of?
  • What do you know about your personality that others might find counter-intuitive?

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.).

Learn about their process expectations 3

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]

Discuss how often/when we consider switching focus modes (i.e. when the liquidity is tanking or there isn't enough work).

  • What will make them feel like the process is/was a success?
  • What will make them feel like the process is/was a failure?
  • How can we best check in with how the process is perceived as the process progresses?
Learn what they care about getting done 3

How is the time of the leader distributed during a normal work week?

  • How much of the time is spent on leadership-related responsibilities and how much is spent on operational responsibilities?
  • How much time is available for planned work and how much is occupied by non-planned work?

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.

Learn about how they perceive themselves as leaders 6

Complete the survey How well do I master basic management behaviour? or something similar in order to gauge self-assessment of leadership behaviour.

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.

Learn about their leadership effectiveness 4

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.

Summarize the potential for growth and need for assistance

Pour through the collected data and discuss

  • Where the leader is motivated to grow
  • Where they belive they would benefit from some assistance
  • Who has the required skills and availability to provide the required assistance