August 2024
Leadership Expectations
"Leadership is a series of behaviors rather than a role for heroes." —Margaret Wheatley
Prompt:
There are many different styles and forms of leadership. Often the effectiveness of leadership styles comes down to the organization in which they are demonstrated. For example, someone with successful experience as an authoritative leader may struggle in a more collaborative environment, and a leader who values analysis and deliberation, may have challenges leading a fast-moving team who expects quick decisions. Companies with great culture are clear with team members on what leadership looks like within their organization and the behaviors expected. This month we encourage you to have a discussion with your team to determine what great leadership looks like in your organization?
Activity:
We have created an evaluation for what it means to be a leader at Footers Catering. This is under the umbrella of our four convictions; LEAD, LOVE, MIBE, VIBE, and provides tangible actions leaders should try to exemplify. Our team uses this series of statements to check-in on their progress as a leader. It is also a helpful guide for managers to use during coaching conversations with their direct reports. This month, you and your team should create your own leadership evaluation based on the answers to the questions below. Feel free to use our Footers’ Leadership Worksheet as a guide or starting point.
LEAD: Value people for more than the job they do.
LOVE: Open your heart to be authentic, genuine, and vulnerable.
MIBE: There is always more to learn and room to improve.
VIBE: Work doesn’t have to suck; surround yourself with a kick-ass team!
Discussion:
What does it mean to be a leader at our company?
What behaviors earn the respect of fellow team members?
What leadership behaviors do not work within our company? (think about behaviors that may work in other environments)
What are the most important priorities for leaders within in our company?
Should leaders here spend more time developing people or ensuring flawless execution?
How and to whom should leaders provide feedback to?