EVALUATE

Possibly the most flawed responsibility and subsequent ineffectiveness of leaders (and leadership) is the EVALUATION of people!  This is not only in business and organizations, but in our society as well - feedback, criticism and evaluation are not well practiced to say the least.  For sure, it is not well received by most either!

Managers maintain and therefore don’t improve; real leaders routinely and comfortably evaluate, assess and develop.  First and foremost a leader needs to eliminate the view and opinion that feedback is a bad thing. 

Assessment, coaching and mentoring of people is only effectively accomplished when the leader has established a trusting relationship.   Clear, well established and agreed upon expectations, followed-up by trusting behavior, results in accountability being fair and consistent. 

When one can relate and openly communicate with his/her people, one fits feedback into everything routinely and comfortably.  

A critical phase of changing this mindset and executing all effectively is when the leader is the first one willing to change!  Without direction, we wander…we all require feedback, direction and correction if we are to grow and do better.  Real leadership knows this, and practices it as a way of life – ‘Expectations, Trust and Accountability are the keys!’  The evaluation portion of the great eight becomes a totally effective tool and skill of the leader only when the other seven are incorporated into his/her repertoire.