Exceptional Team Scorecard

Exceptional Team Scorecard
How are you leading your team?

Are you supporting them in creating exceptional results?

Or are you so busy focusing on perfection and what you need to do that you are

- micromanaging them so they do the tasks the right way

- behaving like a control freak and hovering over their shoulder

Or just hoping they know what they are doing and then find out too late that they don't?

Building your people skills is the most reliable way to become an exceptional leader and tap into your team’s potential to achieve unrivalled success.

To do this, you must tap into your capability, connect purposefully, and be the catalyst to unlock your team’s potential.

Using three levers, Capability, Connection, and Catalyst, shown in the diagram below, determine how your leadership and management skills fare by grading yourself with this scorecard.

The accelerators for each lever are:

- Awareness, Communication, and Mindset

- Belonging, Trust, and Relationship

- Differentiate, Delegate, and Design

This simple assessment is a great place to start identifying and working on the areas that need your attention.

You will rate yourself against the three accelerators for each lever by answering the following questions.
Sign in to complete the questionnaire. There are only nine questions to answer.

On completion, you will receive a copy of your results plus tips, tools, and methods for increasing your leadership ability and becoming the exceptional leader you aspire to be.

You've got this :)
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The following questions help you self-rate your abilities for each Accelerator above (the capabilities surrounding the diagram above).
TAPPING INTO YOUR CAPABILITY (how to move from Overwhelm to Certainty)

Awareness

To enhance your leadership, you must entirely focus on understanding your strengths, values and how you react and respond to others.
Question Awareness: In terms of your self-awareness, how well do you understand the elements that makes you a great leader versus what brings your leadership skills down?

RED I don't really know what my strengths are, or what great leadership should look like. I’m relying on the skills required in my old role, which are not needed so much now.AMBER I have some idea of my strengths and abilities; however, I am sometimes caught out by individual team members and don’t always respond effectively.GREEN I am intimately aware of my strengths, my areas for development, and how I work best. Understanding and increasing my Emotional Intelligence is a particular focus area for me.
Communication

To know, with certainty, that you can clearly articulate your message without misunderstanding by the other party, or in turn misunderstanding what they are saying.
Question Communication: How powerful, consistent, and impactful is your communication with your team, your boss, and your stakeholders?

RED I find that I am often misunderstood.AMBER There is some misunderstanding when I communicate with others. I try to expand others thinking but it's a struggle.GREEN I have a system for communicating effectively. I focus on creating understanding with the others. Conversations are consistently co-creational..
Mindset

Being confident to give work to your team and knowing it will be done efficiently and effectively is essential for you and the team to level up and optimise your effectiveness as a leader.

(This is about you letting go of perfectionism; micromanagement or control freak behaviour).
Question Mindset: Do you understand the mindset shifts and steps required to let the team get on with it?

RED I am not comfortable at all in letting go of things and letting the team get on with it. I know how it should be done.AMBER I have confidence in some team members, but not all of them. I do tend to do work that I should let the team do.GREEN I am confident in my team’s abilities and not precious about letting go of work. I know what I should be spending my time on.

BEING THE POWERFUL CONNECTOR (taking your team from siloed to aligned)

Belonging

To unleash the untapped potential in teams, a sense of belonging is crucial so everyone feels safe to speak up, engage with and challenge others with their different ideas.
Question Belonging: How confident are you, the elements are in place so that all the team can be themselves, and confidently put their own ideas forward?

RED I am aware that several team members never speak up or share their point of view. There is a persistent feeling of stress and even fear within the team.AMBER I’m not sure if people in the team feel comfortable to speak up and share their ideas.GREEN Our team is totally inclusive, and open to challenging others’ ideas. And they are not afraid to disagree with their team members (or me).
Trust

To build complete trust with and between every team member, you are open, authentic, understanding, and congruent. You encourage the team to be as well.
Question Trust: How much focus do you put on creating strong trust with and between team members?

RED I know there is severe distrust in place between some team members.AMBER I’m not sure what the levels of trust are, but they seem to get along OK.GREEN I know our team is totally trusting, open and authentic with me and with each other. The team support each other and there is a strong sense of camaraderie.
Relationship

In order to create success, you must be able to build exceptional relationships, with anyone and everyone, regardless of whether you like them.
Question Relationship: To what extent do you understand the components required to accelerate strong connection with anyone?

RED I don’t understand or know how to create strong connections between the team.AMBER I can build good relationships with most of my team, but not all of them.GREEN I can build strong relationships with anyone. I also encourage the team to build strong relationships with each other.

BEING A CATALYST FOR THE TEAM (moving the team from being confused to clear)

Differentiate

Being able to differentiate the varied needs of each team member and provide the required support to optimise success is crucial.
Question Differentiate: How well do you understand each team member’s capability, interests, and strengths?

RED I make a lot of assumptions about the team. I have little awareness about each team member’s capability or strengths.AMBER I have some awareness of what each team member is capable of, though need to find out more about their individual strengths.GREEN I have a strong understanding of where each of my team excel or have the potential to. I support everyone based on their level of capability.
Delegate

To operate the right level, means truly optimising the way people are setup for success in the work they are asked to do.
Question Delegate: How robust is the delegation framework you use when giving work to others??

RED I don’t understand what a delegation framework is, and I don't have time to delegate.AMBER I have a vague process to delegate work to the team, though I usually rely on only one or two team members to do it.GREEN framework is robust. The work I or the team delegates is completed successfully. I effectively manage my workflow with effective delegation.
Design

So there is ongoing personal growth and improvement, team members must have opportunities to stretch and develop different skillsets.
Question Design: How confident are you that the team have a future focus on their own development to exceed expectations and excel in their role, and lift overall team performance?

RED I am not confident at all. Individual development is not a focus for me or the team.AMBER Individual development is up to each team member. They will come to me for approval if they want to do a course.GREEN I am confident with each team member’s ability to focus on their own development. They are open to learning new things to keep developing their capabilities.

How did you do?

Whether you have lots of reds, ambers, or ample greens, there are 3 points I’d like to make about this self-assessment:
1. This is a learning tool. Use it to see where your strengths in your leadership are, and areas where you can learn to grow. This is not intended to be a tool for shame, blame or judgment, so please don’t use it to ‘should’ on yourself.
2. You can’t get everything green all at once. Tackle it one step at a time to create the structures you need for success.
3. Don’t expect to know already HOW to do everything on this questionnaire. This is stuff you learn how to do with teaching and guidance from someone - like me :)
Thank you for completing the questions on this scorecard. Click the SUBMIT button below for a copy of your results.

Now you know the areas to focus on to build more confidence in your leadership.

If you are overwhelmed, if there are problems with the team or specific team members, and if you are doubting yourself and your ability to do this role well, you can now create an action plan to address those problem areas.

Click SUBMIT to receive a copy of your scorecard results to keep referring back to and actioning.

You will also receive tips and tools to help you move from red or amber to green in your leadership development.

Please contact me directly if I can support you on your leadership journey at maree@mareeburgess.com

You've got this :)
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