Methods to evaluate own performance

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Methods to evaluate own performance

Strategies to create a climate that encourages and allows for the receiving and giving of constructive feedback

  • Set the tone
  • Encourage employees to come to you for feedback
  • Promote peer-to-peer feedback
  • . Identify and coach employees with fixed mindsets

Two (2) different methods to evaluate own performance in terms of personal efficacy and personal competence

Best practices for reviewing own capacity in terms of ability to build trust, confidence and respect

  • Be proud.
  • Be honest and critical.
  • Continuously strive for growth
  • Track your accomplishments.
  • Be professional.

Personal effectiveness in building an effective organisational and workplace culture. Personal effectiveness in developing the competence required to achieve operational accountabilities and responsibilities.

Personal effectiveness in building an effective organisational and workplace culture.

I am very effective in building an effective organisational and workplace culture. I follow the following six steps:

  • Start with a purpose.
  • Define a common language, values and standards.
    Lead by example
  • Identify my (cultural) ambassadors
  • Remain truthful and always communicate
  • Treat people right

Personal effectiveness in developing the competence required. While attempting to develop the competence required I:

  • STEP 1 – Understand my Purpose
  • Step 2 – Determine my Approach and Project Team
  • STEP 3 – Gather Competency Data
  • STEP 4 – Build the Framework
  • STEP 5 – Implement Your Competency Model

Explain the different work stressors and ways to manage them.

  • Organisation culture
  • Bad management practices
  • Job content and demands
  • Physical work environment
  • Relationships at work
  • Change management
  • Lack of support
  • Role conflict

Demonstrate empathy in personal communication.

  • Talk less, listen more. If you tend to talk a lot, shoot to listen 70% of the time in each conversation. .
  • Listen to connect. …
  • Let the other person go first. …
  • Let people know you understand before moving on.

Lead consistently in an inclusive manner that is respectful of individual differences.

Here are the four traits that make up the truly inclusive leader according to Barnard:

The four traits of the inclusive leader: FAST.

  • Fast: Inclusive leaders treat people equally in terms of opportunity and fairly according to ability. We can only do this if we know our people. Curiosity is a trait of the inclusive leader. One way to check how to be fair is by substitution. Substitute one group for another when you are looking at questions for an interview or the language you are using. Look at GQ’s Man of the Year award (pictured). It added a Woman of the Year in 2013 but she was unclothed while all the men were in dinner jackets [Ed’s note, apparently Lana Del Rey requested to be pictured this way]. Substituting makes the point clear, how wrong does it look with a naked man?
  • Take Action. Diversity is reality but inclusion is a choice. …
  • Self aware. Ask what it is like to be on other side of you? …
    • Build trust. Inclusive leaders trust their people.

How can you apply judgement, intelligence and common sense when undertaking day to day leadership role?

  • Learning: Listen Attentively, Read Critically: Leaders with good judgment tend to be good listeners and readers.
  • Trust: Seek Diversity, Not Validation
  • Experience: Make It Relevant but Not Narrow: Leaders with deep experience in a particular domain may fall into a rut.
  • Detachment: Identify, and Then Challenge, Biases
  • Options: Question the Solution Set Offered
  • Delivery: Factor in the Feasibility of Execution

Legislation to consider when evaluating business opportunities

  1. Market Size
  2. Relationships
  3. Ability to Manage Cash Flow
  4. Management Skillsets
  5. Passion and Persistence

Benefits of encouraging contributions from team members

  • Great ideas don’t come from lone geniuses. …
  • Diverse perspectives help you come up with winning innovations. …
  • Teamwork can make you happier. …
  • When you work in a team, you grow as an individual. …
  • Sharing the workload eases burnout. …
  • Dividing the work lets you grow your skills.

Procedures to cultivate new collaborative and participative work relationships

  • Step 1: Identify Their Individuals’ Strengths.
  • Step 2: Establish Realistic Expectations & Clarify Goals.
  • Step 3: Collaboration Tools.
  • Step 4: Encourage Open-Mindedness.
  • Step 5: Reward Innovation.
  • Step 6: Celebrate teams success publicly.
  • Step 7: Support a strong sense of community.
  • Step 8: Spread the Delegation of Tasks.

Communication methods that can be used to positively convey organisational direction and values to relevant individuals and relevant stakeholders

  • Verbal Communication. …
  • Written Communication. …
  • Oral Communication. …
  • Face-to-Face Communication. …
  • Nonverbal methods of Communication. …
  • Physical Nonverbal Communication. …
  • Visual Communication.

Your role as a leader in organisational change

  • Sponsor
  • Role Model
  • Make Decisions
  • Communicate
  • Engage
  • Hold Accountable

Learning and communication solutions to address problems and risks arising for individuals during organisational change

  • Address issues immediately and openly.
  • Set clear expectations.
  • Build active listening skills.
  • Use neutral terms and open body language.
  • Recognize and respect personal differences.

Here are some common communication failures to look out for:

  • Communications professionals and leadership have a hard time delivering tough messages.
  • Messages aren’t delivered at the right time.
  • Messages aren’t delivered in the right formats or through the right mediums, so employees miss them entirely.
  • Messages are inconsistent.
  • Communications aren’t delivered by the right people. For example, a message is delivered by HR that would have been better received if it had been sent by a member of the leadership team.

Leadership styles and approaches that are most suitable to respond to the impact of change on people and processes

  • transformational leadership style
  • Democratic Leadership
  • Transactional Leadership
  • Strategic Leadership

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