Achieving the task
§ Purpose.
Am I clear what my task is?
§ Responsibilities. Am I clear what my responsibilities are?
§ Objectives.
Have I agreed objectives with my superior?
§ Working conditions. Are these right for the group?
§ Targets.
Has each member clearly defined and agreed targets?
§ Authority.
Is the line of authority clear?
§ Training.
Are there any gaps in the specialist skills or abilities of individuals in the
group required for the task?
§ Priorities.
Have I planned the time?
§ Progress.
Do I check regularly and evaluate?
§ Supervision.
In case of my absence, who covers for me?
§ Example.
Do I set standards by my behaviour?
Building
and maintaining the team
§ Objectives.
Does the team clearly understand and accept them?
§ Standards.
Do they know what standards of performance are expected?
§ Safety standards. Do they know the consequences of infringement?
§ Size of team.
Is the size correct?
§ Team members.
Are the right people working together? Is there a need for subgroups?
§ Team spirit.
Do I look for opportunities for building teamwork into jobs?
§ Discipline.
Are the rules seen to be unreasonable? Am I fair and impartial in enforcing
them?
§ Grievances.
Are grievances dealt with promptly? Do I take action on matters likely to
disrupt the group?
§ Consultation.
Is this genuine? Do I encourage and welcome ideas and suggestions?
§ Briefing.
Is this regular? Does it cover current plans, progress and future developments?
§ Represent.
Am I prepared to represent and champion the feelings of the group when
required?
§ Support.
Do I visit people at their work when the team is apart? Do I then represent, to
the individual, the whole team in my manner and encouragement?
Developing
the individual
§ Targets.
Have they been agreed and quantified?
§ Induction.
Does he or she really know the other team members and the organisation?
§ Achievement.
Does he or she know how his or her work contributes to the overall
result?
§ Responsibilities. Is there a clear job description? Can I delegate more to him
or her?
§ Authority.
Does he or she have sufficient authority to achieve his or her task?
§ Training.
Has adequate provision been made for training or retraining,
both technical and as a team manager?
§ Recognition.
Do I emphasise people’s success? In failure, is criticism
constructive?
§ Growth.
Does he or she see a chance of development? Is there a career path?
§ Performance.
Is this regularly reviewed?
§ Reward.
Are work, capacity and pay in balance?
§ The task.
Is he or she in the right job? Has he or she the necessary
resources?
§ The person.
Do I know this person well? What makes him or her different from others?
§ Time/attention.
Do I spend enough time with individuals in listening, developing and
counselling?
§ Grievances.
Are these dealt with promptly?
§ Security.
Does he or she know about pensions, redundancy and so on?
§ Appraisal.
Is the overall performance of each individual regularly reviewed in
face-to-face discussion?
No comments:
Post a Comment