Definition: Invests in the professional development of others.
Coaching
- Adapts coaching and mentoring approach to meet the style or needs of individuals
- Coaches/mentors individuals outside of direct team for performance improvement and to help them be effective coaches for others
- Provides access to development resources for co-workers
Empowering
- Gives others development opportunities through project assignments and increased job responsibilities
Establishes Goals and Expectations
- Matches the competencies and confidence of the co-worker to the task when delegating assignments (i.e., uses Situational Leadership)
- Sets and clearly communicates expectations, performance goals, and measurements to others
- Sets high/stretch goals for individuals and teams
Teaches
- Teaches Situational Leadership principles to team members
Performance Feedback
- Provides ongoing feedback to co-workers on their development progress
- Provides performance coaching for each co-worker to help him/her improve
- Reviews others' work for quality and provides feedback
- Writes complete developmental performance appraisals with clear goals, using SMART criteria
- Writes performance reviews based upon facts and demonstrated behaviors
Addresses Poor Performance
- Documents problematic performance issues and actions to be taken.
- Provides specific, timely, meaningful feedback for Supervisor team when performance is substandard, pointing out deficiencies as they occur
- Takes immediate action on poor performance
- Works to identify root causes of performance problems
Monitors Performance
- Monitors and assesses the performance levels of individuals and team, measuring them against targets
HR
- Works with representatives from Training and HR to identify training needs and training-based solutions