Assess Yourself: 18 Everyday Leadership Behaviors

In earlier posts, we have suggested that effective leaders seek as much feedback as possible. Leadership is an every day behavior, and a one-time-a-year evaluation simply doesn’t cut it.  When it comes to leadership communication, there are many self-assessments available, but we offer one below which is a simple and honest gut check of a few critical behaviors.  Be honest with yourself – Where are you shining right now? Where might you need some improvement?

As a leader, I always/often/sometimes/rarely/never:

1. am brief, concise and clear

2. keep my remarks on topic

3. listen well

4. think before I speak

5. avoid interrupting

6. disagree openly and effectively

7. express a positive outlook

8. assert myself effectively

9. maintain appropriate eye contact

10. give others my full attention in conversation

11. offer criticism in appropriate ways

12. manage my own defensiveness

13. avoid sarcasm

14. am approachable

15. maintain confidentiality

16. avoid gossip

17. address conflict effectively

18. feel comfortable interacting with a variety of people

After your own self-reflection, take this exercise to the next level – Ask a colleague you trust for feedback on how often you demonstrate these behaviors.  We all have blind spots, and sometimes it takes an honest conversation to help us see where we could improve (AND where we may not see our own success!).

 

This entry was posted in Interpersonal Communication, Leadership, Nonverbal Behavior. Bookmark the permalink.

2 Responses to Assess Yourself: 18 Everyday Leadership Behaviors

  1. Larry Spilker says:

    I appreciate the list. I looked at it like a survey and it seems I have a lot a work cut out for me. I think I used to do most of these at an average to above average level but over the last few years have slipped back. How do you or others that follow this site incorportate this into their daily schedules to make it effectively used?

  2. Larry- Hello!

    One idea for personal development is to 1. solicit feedback from your work associates. Show them the list and let them offer insights and suggestions for where they suggest you start! “Guys, here’s a list of leadership attributes. If I were to set a goal for improvement, where do you suggest I start?” If you pursue this suggestion, you must be open to their feedback! Then, once you have zeroed in on one area, develop a SMART goal for new behavior. If you need a reminder about how to develop SMART goals, let us know! The key, Larry, is to take small manageable movements forward. Good luck! Debbie

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