Performance Review in Leadership
User Rating: 0 / 5
- Details
- Hits: 34077
Leadership Performance Review
Leaders within different organizations perform differently with organizations also having varied expectations from leaders depending on their characteristics (Emami, Etebari, & Najmi, 2012). Leaders must appropriately manage their performance to achieve actual accomplishments, clearly communicating goals, coaching followers and correcting performance. A leader has to establish the precise direction of tasks to provide a foundation on which group performance is maintained and monitored. The leader must ensure support and encouragement for individuals to nurture their potential fully and advance the organization’s purpose towards growth. A leader has to be that person who can forecast or identify mistakes and put corrective measures in place.
There are different strategies and criteria by which leaders can carry out performance review within their roles (Coleman, Chearksul, Farris, Letens, & van Aken, 2011). Performance planning, coaching and the correction of poor performance are the core of performance management. Everyone must have an aim set and how to measure results towards achieving those goals that give a leap to monitor progress towards a target based on quality and timeliness. Being that performance objectives are measurable, there have to be objectives with sufficient guidelines to achieving success (Ahmed, Azeem, Paul, & Sultana, 2013). The performance goals help in making progress towards a review of strengths while making adjustments on weaknesses.
The forces of the current profession include proper direction on tasks to employees, concern for others, effective communication and clarity that see subordinates have clear direction on what to do and how to do it. Influence through achieving the trust of the people (Wang, 2010) helps in making them supportive of the leader while at the same time being dependent on directions within the institution. Proper planning and incorporation of the views of the people in the process assist in making it easier for employees to understand the plan in place.
In the belief of good performance, being a leader who can nurture and coach the performance through to the set goals achieve much. Coaching helps in uncovering areas that need adjustments in an employee and the poor performances, which need to be corrected (Albert Chiang, Daniel, John, & Yang, 2010). Being sincere and having a positive attitude towards employees, helps in getting things done in the right way possible thereby maintaining the performance of an organization. Nevertheless, the weakness of impatience and having higher expectations can derail the proper coaching of employees and destabilize the process of demand. Having the positive expectations always leads to disappointments making only particular people be given tasks because they can perform them best while ignoring others.
There is no issue however, that may hinder my performance at the workplace. Handling differences in the workplace in an efficient manner is the best way to get the work going without being derailed. Having proper planning and discipline to the schedule reduces work related stress that may end up affecting job performance (Wang, 2010). The only way to succeed is to have an appropriate plan with well-defined tasks that helps progress towards the goals and having the spirit of inclusion. To make improvements in future performance, making sure that tasks are assigned to the right people who can do them effectively with a passion is meaningful.
With the review of performance, having improvements on patience and attitude can help in improving performance. Having the ability to classify tasks and identify people that can do them to their best helps in avoiding the loss of trust on tasks due to the poor performance of tasks and instills confidence of assigning duties. Classifying tasks and assigning duties to persons who can perform them best ensures success and improved performance (Ahmed, Khan, Saqib, & Ullah, 2012). It all take personal initiative to ensure that workers are identified based on talents and capabilities and nurtured through the tasks to ensure that they perform to their best.