I believe that getting honest feedback from others about my leadership is a good thing, especially from my direct reports. I don’t always see my blind spots (they wouldn’t be blind spots if I could) and know that I always have areas in my leadership to grow in.

So I’ve decided to invite my team to do an evaluation of me. I put together ten questions for them to answer about how I lead our team and how I interact with them one on one.

Here is what I sent them:

We’ve all asked people to give us an honest critique of our performance and often we get all “excellents” or “awesomes,” but I really do want to hear from you about ways that I can improve in my leadership related to you and your teams.  Helping me recognize my “blind spots” will not only be helpful to me but will ultimately be helpful to you if I become a better leader.

1. What do you sense I do well?

2. What is an area in which I need improvement?

3. What do you wish I did more of?

4. What aspects of you personally or your ministry do you recognize that I am “for you?”

5. What aspects of you personally or your ministry do you not necessarily feel that I am “for you?”

6. Am I accessible to you, not enough, or do I pester you?

7. What methods communicate encouragement to you best (i.e. words of affirmation, gifts, acts of service, time, etc.)?

8. Do you feel that I track your responsibilities and ministry details closely enough, too closely, or too loosely?  Please give an example for your answer.

9. Is there anything that I could assist you in managing better in terms of your specific ministry responsibilities?

10. Do you feel you have a clear understanding of where I want our children’s ministry to go? If so, tell me how I have communicated that best to you.  If not, tell me how I can communicate that better to you.

If you’re a leader, do you allow those following you to evaluate your leadership? If so, how do you go about doing this?

–Jeff