Comments on: Informal Evaluation Process

By: ronedmondson

ronedmondson — Tue, 05 Jan 2010 02:34:29 +0000

Sounds like a great resource. I'll check it out. Thanks again.

By: uberVU - social comments

uberVU - social comments — Tue, 05 Jan 2010 01:44:24 +0000

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By: @davebaldwin

@davebaldwin — Tue, 05 Jan 2010 01:35:36 +0000

Ron,
Just another thought. Have you heard of Manager-Tools.com. This weekly podcast and website have helped me in immeasurable ways in being a better manager for my team. A couple of years ago I was reading a book on transformational leadership and the authors said that all good leaders have to have some managerial acumen. That got me looking at resources that develop that very underdeveloped part of me. Manager-Tools has all kinds of ideas and tips that will help the leader be a better manager also.
Blessings,
Dave

By: ronedmondson

ronedmondson — Mon, 04 Jan 2010 16:32:04 +0000

That's great. Love the quick review. I allow the staff to evaluate me also, but haven't done it this succinctly. I like it! Thanks

By: Matthew Ray Scott

Matthew Ray Scott — Mon, 04 Jan 2010 16:23:12 +0000

Pastor Ron, As a product of my Army Officer experience, I learned a simple and effective on-the-spot and monthly coaching format. The military still uses today and it's called an After Action Review (AAR). Most of us that transition from military officer to organizational leader use it today.

1. Here is what you're doing great.
2. Here is what we can improve upon together.
3. Here are the action steps & (when appropriate the accountability measures and ramifications) we will take together to be at our mutually agreed upon level of success.
4. 360 degree evaluation. Now have the person that you just coached (evaluated) conduct the same questions on you.

When I was a Vice President of a Bio Tech company I would conduct this AAR every month with my team. I would document and place in file. It lasted maybe 20-30 minutes.

Hope this helps.

By: ronedmondson

ronedmondson — Mon, 04 Jan 2010 12:42:12 +0000

I'm with you Dave. As a four year old organization in rapid growth mode, we need to learn all we can. I like what you are doing and realize I need more input from their end.

Thanks Dave.
Ron

By: @davebaldwin

@davebaldwin — Mon, 04 Jan 2010 12:37:29 +0000

Good thoughts Ron. Thanks so much. We are a tad more formal in our evaluations. I still use non-number crunching ways of doing it. I do the following:

–The direct report fills out a questionaire about their ministry year, with some personal future related questions as well.
– I fill out the same form, sans the future related questions.
– A peer on staff fills out a questionnaire re: the direct report.
– A person who is a direct report of the person being evaluated is given a questionnaire to fill out as well.

Since we use a vision driven approach to our budgeting year, we don't discuss budget issues during the evaluation time, but do that during the budget preparation process.

I am always looking for better ways of doing things, so am open to any ideas you have Ron.

Thanks once again.

Blessings,

Dave