Questions that Expose Bad Bosses
- My conversations have a positive trajectory. T/F
- My team members do not habitually work late. T/F
- I know what kind of work energizes each team member. T/F
- I am more focused on behaviors than goals. T/F
- I am habitually home for dinner with my family. T/F
- Team members generally feel energized after spending time with me. T/F
- I listen to understand people’s point of view. T/F
- I actively and specifically seek feedback from team members. T/F
- I keep the medium- and long-term in view when making decisions. T/F
- My team members feel challenged but not overwhelmed. T/F
- I hold myself to higher expectations than others. T/F
- I consistently honor growth, hard work, and celebrate achievement. T/F
- I focus on serving the team, not my own status. T/F
- I consistently provide clear direction without telling people how to do their jobs. T/F
- I do not nitpick good work. T/F
- Everyone on my team knows what their priority is this week. T/F
- I know each team member’s level of stress this week. T/F
- I share the leadership skills I am working on with the team. T/F
- I know what skills each team member is working to develop. T/F
- I bring up tough issues with openness and kindness. T/F
- I regularly say, “What do you think?” T/F
- I trust my team members to do their jobs. T/F
- I consistently offer useful feedback to everyone on my team. T/F
- I habitually ask questions that begin with “what.” T/F
- I consistently ask team members for their solutions. T/F
- I actively seek the wellbeing of everyone on my team. T/F
You lack fundamental leadership skills if you answer five or more questions false.
Ask your team members to anonymously complete this assessment with you in mind. Compare their responses with yours.
What questions would you add to this assessment? Remove?
Which are the most important questions on this assessment?
I like this list of questions. It reminds us of what’s important and also helps us to identify training needs. I also like the idea of having those you lead answer the questions, to identify gaps in what you think you’re doing and what you’re actually doing.
As for suggestions, I am not a fan of binary choices on questions like these. True / False implies that I am either doing it or not, and that if I am doing it, there is nothing more to be done. I prefer a 3-point scale (Always / Sometimes / Never), so I can measure progress. And make sure the scale is distinct. What is the difference between Generally and Usually?
I’m with you on the binary questions. I like a scale as well. My preference is something that doesn’t allow people to choose the middle. 7 works.
Between you and I, I wanted the questions to land hard. Cheers
BOSS spelled backwards is self-explanatory.
Me, I trust that with AI’s ability to analyze metrics, we should soon have a SkyNet to first offer coaching (and accountability) around management and then to begin taking “therapeutic actions,” given about how much we know about the negative influences of toxic managers.
My guess is SkyNet will first work with the really bad ones, those who get their stories told, and that visible actions will generate some actual motivation to improve among the low performers.
We have always had the information: just simple turnover numbers and exit-interview info should suffice to get things moving once some senior managers actually get some courage.
So glad you dropped in Dr. Scott. AI is a great topic. I’m reading about AI counselors and advisors. They are going to become powerful tools. It won’t be long and relationships will be the only currency of leadership.
I wonder if Sarah Conner has been born yet. I think so.
I got stuck on #4 “I am more focused on behaviors than goals.” I work to know their goals but allow individuals to get to them the way that works best for them. Does this suggest I spend more time with them on how to get to their goals?