Inviting Evaluation from Your Team

I have asked our staff to evaluate me.  Using Google documents, I set up group for our staff and me and then placed a document in the group just for this evaluation.  I then invited the staff to participate.  They can either add their responses to the document or copy and past them in a Word document, add their answers and print them and put it in my mailbox.  I want them to be able to complete this anonymously.

Here is what I posted.  I will let you know their responses in the next few weeks, good and bad. (unless they cuss a lot!)

Begin:

Please answer honestly, constructively, and respectfully.  I’m not looking to feel bad about myself; I’m looking for ways to improve my leadership at Grace.

  1. What is my expertise? What do you sense I do well?
  2. What is my greatest weakness or what is an area in which I need improvement?
  3. What do you wish I did more of?
  4. If you had my job, what would you do differently?
  5. Do you feel I have your best interest at heart?
  6. Am I approachable?
  7. What would you like to say to me, but you haven’t for whatever reason?

End

I have to admit, I will be nervous opening the responses, but I really do want their honest reaction.

Leaders, do you allow those following your leadership to evaluate you?  Also, feel free to evaluate yourself, based on these same questions.  Heck, you can evaluate me too if you want!

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9 thoughts on “Inviting Evaluation from Your Team

  1. Thanks for the info. I think this is something that I’m going to have my leaders as well as some staff peers do as well. I’m actually scared to death, knowing some of the feedback I’ve gotten face to face from people at times in the past, but also looking forward to what I could learn.

    Thanks for the encouragement to open ourselves up and to take risks as leaders.

  2. Wow, Ron, I really enjoyed this post. After having to lay off an employee last week, I have only one who officially answers to me so I couldn’t do this and expect to get anonymous responses. However, I’m thinking of adapting it to include not only this person but me peers, of which there are at least four.

    Nice exercise.

  3. This is an awesome idea! I’ve been kicking around how to get feedback from the leadership in our church. I have the sneaking suspicion I am unapproachable and intimidating even though I have been working hard (with HUGE help from my wife) to not be. The beauty of this, I think, is the anonymity of the replies, and I do believe it will work in getting honest feedback. Thanks! I’m going to steal this idea. heh.

  4. Good for you, to open yourself up for constructive feedback. Interestingly, Peter just did a paper on 360 feedback based on this article:

    If you aren’t already, I would strongly suggest you have a neutral person collect your feedback and then present it anonymously to you. People may feel more freedom to share true thoughts.

    And finally, ask them some feeling/impact questions. When you display good leadership, how do they feel? When you display poor leadership, how do they feel?

    We all know our strengths/weaknesses. What we don’t always get is how we impact others’ feelings. Rarely does intellect alone precede positive change.