We audit various aspects of our organizations. From our financial books to manufacturing processes to software inventories. We recognize the importance of ensuring that processes are correctly completed, accurate financial records are kept, and other necessary measures are taken.
Audits help us understand our current business position.
I bet I know one part of your business that you’re not auditing: Leadership capabilities.
5 Questions To Help You Audit Your Leadership Capabilities
Once someone is promoted to a leadership position, things can become a little grey. You desire to hold them accountable. You want to ensure that things are being done correctly. But auditing leadership capabilities is complex. Especially when it comes to auditing yourself.
But if we want to continue to grow, we need to audit ourselves and those we lead. I’ve come up with 5 questions you can ask to help you audit your leadership capabilities and others.
1. When’s the last time I stretched myself?
We’re constantly asking our team members to stretch themselves. We give them tasks that will challenge them. We know that a challenge will provide them with growth.
But…
I see leaders who rarely stretch themselves. They feel as if they’ve reached their pinnacle. Now, they can relax.
The truth is, you can’t relax. Not now.
You have to continue to stretch yourself. As you stretch, you grow. You develop new leadership muscles, which in turn create new leadership skills.
Never stop stretching yourself.
2. Would I want to be led by me?
This is a tough question to ask. We have to be extremely introspective. We also have to take a step back from our egos.
The answer to this question is often ugly.
While leadership isn’t about being nice, it’s also not about being a jerk. Too many leaders feel they have to ram their ideas, processes, and choices down the throats of others. It’s my way or the highway.
You wouldn’t want to be led that way… so why are you leading others in a way you wouldn’t want to be led?
Assess how you’re leading others. See which areas you don’t like. Work on improving those areas.
3. Is my team successful?
Success is a nebulous term, but you have to define what success is. It could be reaching organizational metrics, connecting with team members, or seeing your team members grow. There are plenty of ways to define success. However, you have to know what organizational success looks like. And you have to aim for it.
Then you can determine whether or not your team is successful.
And success is a critical part of your leadership.
If your team isn’t successful, your ability to lead needs to be called into question. While you can only do so much to get your people to work, you have to take responsibility for their success.
4. Who am I mentoring?
A great question to ask yourself about your leadership capabilities is: Who are you mentoring? Why? Because it shows that others are coming to you, seeking you out, and you have something to give.
Mentoring is a part of leadership that creates new leaders. If you’re not mentoring someone, you should consider doing so.
You can find mentees by:
- Looking at your employees for untapped potential
- Approaching employees who show potential
- Offering one-on-one coaching opportunities
- Leading them through a training or course to build the skills they’re looking for
Great leaders mentor. Be a mentor.
5. Who is mentoring me?
Last but not least is who is mentoring you… You can try to lead on your own, but without active mentorship through one-on-one relationships, online classes, or books, you risk becoming stagnant.
Great leaders have people pour into them. Find someone who can pour into you.
