With the process of inviting our staff to evaluate my leadership two things needing improvement in our organization were clearly evident. My current thought is that these two things apply to every organization that desires to function effectively as a team.
If you are following this series you know that I invited our staff to evaluate my leadership. As I said in Part 1 of this follow-up series, we gathered for lunch after a regularly scheduled staff meeting. Essentially the luncheon was to accomplish three things.
Last month I posted about my invitation to our staff to evaluate my performance as a leader. You can read that post HERE. I promised to do a follow up post with their input. This will actually end up being more than one post, because of length.
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 anonymously. Here is what I posted. I will let you know their responses good and bad. (unless they cuss a lot!)
This is a random post, but I was thinking about leadership again today. There are many leaders I know who certainly have responsibility for an organization, but I wouldn’t necessarily consider them “good leaders”. (This is not aimed at anyone specific; so don’t read it as such. If the shoe fits…)
What is your definition of a team player? Over the years, I have discovered that not everyone defines “team player” the same. There appears to be two almost bipolar understandings of the term. This difference existed when I was in the business world and it continues now that I am in professional ministry work.
