Last week’s message on this topic received lots of acknowledgements as to the extent of this problem and requests for more on the topic.
Here are seven more questions, plus the original three, which will allow you to begin to measure the Leadership Deficit in your company. Double-check your answers. Many people report that some of their responses are what should be happening, not what’s really going on currently.
THE LEADERSHIP DEFICIT TEST
Do leaders unwavering…
- hold people to the set standards or
- justify when they do not?
- regularly improving, evolving, and changing best practices or
- allowing current processes to continue as the way business gets done?
- work to lessen the amount of multi-tasking being done or
- promote multi-tasking?
Are the managers in your company…
- consistently decisive in their decision-making or
- more inclined to ponder things before taking action?
Do your leaders…
- encourage and embrace mistakes or
- focus on avoiding missteps and problems?
When listening to managers, do they tend to…
- speak succinctly, often using metaphors and examples, or
- talk in detail, explaining their points with precision?
Do leaders in your company…
- regularly schedule and facilitate practice opportunities or
- approach practice, if it ever happens, as an occasional event?
Do leaders spend more time…
- creating roles or
- filling open seats?
Are managers spending more time…
- managing people or
- the numbers?
Do leaders consistently…
- anticipate or
- react to production issues?
Tally up the number of “B” responses and multiply by 10. This number represents the percentage gap in the efficacy of your leaders and leadership function. By addressing each, making the “A” answer in each question the desired state, you’ll close this gap, effectively removing the deficit which is costing more than just money.
This Week’s Radical Accountability Activating Action: Take and score the test. Pick one area for improvement and start working, this week, on closing that gap.
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