Last month I posted about my invitation to our staff to evaluate my performance as a leader. You can read that post HERE. I promised to do a follow up post with their input. This will actually be more than one post, because of length.
To get started, here are some general observations about this process:
- I received more positives than negatives, but it is true that you reflect far more on the criticisms than you do the praise. Still, I asked for this and appreciated all the feedback, including those I didn’t like reading at first.
- After all the evaluations were received, I hosted lunch for the staff where I asked for clarification on some of the comments, gave my observations, and stated the action plans I intend to implement going forward as a result of this process. I probably learned more from this meeting than I did from the paper evaluations, so I learned it is a “must do” step in the process.
- The top two things I learned is that communication eliminates a lot of perceived problems and that personalities play a large role in determining what a person expects from leadership. (This will be a future blog post by itself.)
- Our staff is very diverse, more than I probably realized, and I’m not sure I’ve always adapted my leadership style to different people. I have always done and taught this as a parenting trait, but never consciously did it as a leader. I wonder if this is true for other areas of our life as well. Different people expect different things from people. (This is another blog post to come.)
- I allowed all the feedback to be anonymous, but some signed their name anyway and in our follow up meeting, some identified specific comments as their own. I compiled all the comments into one document though, so for the most part I have no idea who said what either because they didn’t tell me or I don’t remember.
- The meeting seemed to be productive for all of us, not just me, and I think we all learned some things about each other, again not just about me.
- I would like to do this again in a year or so and see what has changed.
- I encouraged the staff to consider doing this with the volunteers and/or staff who report to them. I did something similar to this about 6 months ago by surveying key leaders in our church asking them the question, “What would you do if you were in my shoes leading this organization?” I got great feedback to that question also.
- You may want to do something like this in your organization.
Tomorrow I will start posting feedback.