Archive for July 2013

Understanding What Managers Need to be Successful – How Assessments Help Managers

July 19, 2013

by Aoife Gorey

If a stranger asked you to rank your management team on a scale of one to ten in areas like communication, delegation, etc, what would you say?  Most people would rank them unrealistically high for fear that their answers would get back to their team.  How many of you can say that you would answer truthfully and honestly?

Despite all the training and coaching that management personnel can put employees through, a true manager also knows that they themselves are not perfect, and they can always improve on their management skills.  Most of us work with a variety of people, and all people require different levels and amounts of coaching and mentoring from their superiors.

Everybody cares about what others think of them – it’s human nature.  But what if you could find out exactly how you were perceived in your organization?  Think of all the things you could do with that information.  What if you knew how your employees really felt about you?  Think of the many ways you could use it to motivate and engage your employees more effectively.  Feedback programs (being assessed) can be a sensitive subject for all parties involved because of fear.  Managers fear they are not doing a sufficient job.  Employees fear if they are honest, they will get in trouble for any negative feedback about how a manager does their job.

As a manager, you may think you are an outstanding communicator, but how do you rank in the eyes of the people you are communicating with?  How are you perceived as a manager?

The CheckPoint360™ is a tool that looks at how a manager thinks he or she conducts work on a daily basis, and how the employees perceives the work of this manager.  Both parties (manager and employees) carry out the assessment and the end report shows two things:

1. Strengths – What you are great at.  You think you work well in this area and your employees agree – a happy team.  Keep it up!

2. Perception by others.  Areas that you may not be as strong as you could be.  This could be two things: one is a performance gap.  For example, you think you delegate work effectively on a day-to-day basis, however, your people may be unsatisfied with your method for doing so.  It could also be a perception gap.  You may in fact be delegating work effectively each day, but they perceive that you are not.  With these types of results, depending on the issue, the CheckPoint360™ report will provide you with a positive direction on how to change and raise your game.

Either way, now that you know how your people are thinking, you can modify your behavior, change the way you manage, work on your skills, and immediately raise your game to be a superior manager.

In the example of delegating work effectively, perhaps you need a weekly meeting, wherein employees outline the work that was appointed to them so all employees can see how you are delegating the work load.  The team will have a clear outline of what is required of them, and possibly notice ways that they can help each other to work more effectively.

The CheckPoint360™ is focused on strengths and development areas, not weaknesses.  It is not about attacking managers; it is about helping them with a strength analysis.

Equipping your organization with the CheckPoint360™ information has numerous benefits, but one in particular is priceless, and one that many managers will never have in their career.  The view of yourself in a working environment through the eyes of the people you are trying to motivate to work for you!