Meetings can be arduous. And leader reviews can be vexatious.
On the contrary, they can be something longed for and catalytic for obtaining next level success.
- Help people love their work
- Foster a contagious culture
- Obtain collective insights
- Expand reach
- Keep amazing people
Harvard Business Review revealed this about why people remain at their jobs:
- People found their work enjoyable 31% more often
- 37% were more confident that they were gaining the skills and experiences they need to develop their careers
- People used their strengths 33% more often
Fortune recently found this out about why people leave their work:
- Only one in three (30%) mentioned pay
- Fewer than one in five (19%) gave dislike of a boss as a factor in their decision to quit
- Long hours
So how can we help leaders and our organizations thrive? Facilitate next level leader reviews.
- Remember who we’re speaking with – What makes them tick? How do you connect with them? What do “win’s” look like? How can this person have purpose, value, and challenge?
- Reflect upon ourselves – What do we need to own? What are three powerful questions I will ask? How will I be fully present at this meeting?
- Attain clarity on the issues facing the organization – What can you celebrate and cheer? Where is improvement needed? What are the opportunities to seize? What crucial conversations need to take place?
- Listen – What is the leader telling you? Where might you be defensive and why? How will you listen instead of waiting to speak? What is the person’s body language saying (and yours?)?
- Respond – How can you volley back (repeat) what you heard? Where can you give “precision praise?” Where do you need to challenge? Where can you bring clarity and support?
- Lead – Where do you need to call attention to? How will you inspire? How will you reiterate the unique culture and calling of your organization? How will share your belief in, and togetherness, with the individual? What are the next steps?
- Review – What were highlights from the meetings? What areas of growth did you perceive? What needs to be remembered for next the meeting? What do you need to own?
- Communicate – What personalized communications(s) can you make in response to the meeting? How can you show support and ownership of next steps? What are resources that may be a help to your leader?
- Follow through – How can you bring accountability to decided upon action steps and/or needs? How can you set the pace and model desired results? When will you celebrate advancements (even the courage to fail)?
The following is an example of a tool I recommend using for regular leader check-ins; view https://www.facebook.com/UpwardsForward/ for an explanation.