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:

1. 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.
2. 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.
3. 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.)
4. 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.)
5. 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.
6. 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.
7. I would like to do this again in a year or so and see what has changed.
8. 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.
9. You may want to do something like this in your organization.

Tomorrow I will start posting feedback.

I have asked our staff to evaluate me.  Using Google documents, I set up group for our staff and me and then placed a document in the group just for this evaluation.  I then invited the staff to participate.  They can either add their responses to the document or copy and past them in a Word document, add their answers and print them and put it in my mailbox.  I want them to be able to complete this anonymously.

Here is what I posted.  I will let you know their responses in the next few weeks, good and bad. (unless they cuss a lot!)

Begin:

Please answer honestly, constructively, and respectfully.  I’m not looking to feel bad about myself; I’m looking for ways to improve my leadership at Grace.

1. What is my expertise? What do you sense I do well?
2. What is my greatest weakness or what is an area in which I need improvement?
3. What do you wish I did more of?
4. If you had my job, what would you do differently?
5. Do you feel I have your best interest at heart?
6. Am I approachable?
7. What would you like to say to me, but you haven’t for whatever reason?

End

I have to admit, I will be nervous opening the responses, but I really do want their honest reaction.

Leaders, do you allow those following your leadership to evaluate you?  Also, feel free to evaluate yourself, based on these same questions.  Heck, you can evaluate me too if you want!

For an updated, expanded version of this post, click HERE

This is a random post, but I was thinking about leadership again today. There are many leaders I know who certainly have responsibility for an organization, but I wouldn’t necessarily consider them “good leaders”. (This is not aimed at anyone specific; so don’t read it as such. If the shoe fits…)

Therefore, here are 10 characteristics of a good leader: (in my opinion)

1. Recognizes the value in other people, so continually invests in others

2. Shares information with those in the organization.

3. Has above average character

4. Uses their influence for the good of others

5. Is skillful and competent

6. Not afraid for others to succeed (even greater than their own success)

7. Serves others expecting nothing in return.

8. Continues to learn

9. Remains accessible, approachable, and accountable to others

10. Is visionary: Thinks for the organization beyond today.

I know pastors will immediately refer me to 1 Timothy 3 or similar passages, and I certainly am not discounting those passages. They are vital to the selection process of good leaders in the church. This post is not addressing the selection perspective, but the results perspective of good leadership, in the church, but also in the world.

What is your definition of a team player?  Over the years, I have discovered that not everyone defines “team player” the same.  There appears to be two almost bipolar understandings of the term.  This difference existed when I was in the business world and it continues now that I am in professional ministry work. 

Let me describe the difference:

I have a friend who serves on a church staff.  His pastor describes a team player as someone who follows the rules and never questions authority.  To this pastor, it is a sign of respect if his followers obey him.  They are truly part of the “team” when they comply with the direction he has set for it.  The church rewards team players who do not disrupt the set flow of the organizational structure the pastor has established for the church.  The church punishes those who fail to play as a part of the “team”.    The pastor expects each team member to lead his or her ministry separate from the other players on the team in hopes that the combination of individual efforts will help the entire church reach the goals set by the pastor. 

I define the term “team player” quite differently.  I, too, am a pastor and I lead a team.  I expect that each person on the team is to play a part in helping the church set goals and seeing those goals become reality.  I personally am offended when someone on the team refuses to bring his or her own original ideas for the entire church to the table for discussion or feels his or her input is not welcome. If one member on the team’s ministry struggles, it affects the entire team and it becomes the entire team’s responsibility to help them.  I, too, believe that each team has a leader, who must make final decisions and set ultimate vision for the organization, but I welcome challenge to my authority if done with the intent of helping the church succeed.  Those rewarded most with this definition are those who work hardest to help the entire church, as well as their personal area of responsibility, achieve its goals. 

Which of these real-life scenarios best fit your definition of “team player”?