How to evaluate your leadership effectiveness

I’ve done some polls on LinkedIn related to this topic. I’ve asked – how often do you evaluate your effectiveness as a leader? Daily? Weekly? Quarterly? Annually (at performance review time)? Never?

You might not know how to evaluate your leadership effectiveness and it’s complex because: a lot of this is subjective, hard to quantify, and unless you ask for feedback, your evaluation of your effectiveness is based on your own subjective perception. You might ask for feedback and the feedback giver might tell you what they think you want to hear so it might not be accurate information.

What do I suggest? I suggest looking at this the same way you would evaluate competencies for performance reviews. Try to evaluate yourself regularly on a scale of 1-5 with the following twenty questions.

📌 How well am I establishing trust?

📌 How well am I delegating?

📌 How well am I communicating (consistently, clearly, compassionately) & listening?

📌 How well am I managing my time and priorities?

📌 How well am I engaging & inspiring others?

📌 How well am I developing others?

📌 How well am I developing myself?

📌 How well am I managing up?

📌 How well am I getting buy-in from others?

📌 How well am I building and nurturing relationships?

📌 How well am I dealing with conflict?

📌 How well am I flexing my style?

📌 How well am I soliciting feedback?

📌 How well am I giving feedback?

📌 How well am I enabling others to feel heard and valued?

📌 How well am I fostering an environment of well-being & work/life balance?

📌 How well am I showing vulnerability?

📌 How well am I making decisions?

📌 How well am I embracing change?

📌 How well am I holding others accountable?

If you want to get more into it, we can work together to discuss what competencies look like in the “1-2” range (ineffective); in the “3” range (average); in the “4-5” range (effective / highly effective). We can create an action plan to help you improve in specific areas.

Many organizations struggle with issues like high turnover, burnout, low productivity, gossip/politics, and ineffective leadership. Amber offers an easy-to-start streamlined solution through one-on-one leadership coaching, administering & debriefing Hogan assessments, dynamic leadership workshops, and personalized strategic guidance. The result? Reduced turnover, improved productivity and innovation, and a strategic and thriving workplace. Ready to discover how coaching can benefit your organization?

How to evaluate your leadership effectiveness

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