Leadership Health Check
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Leadership Health Check
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#TopicGreen ExamplesRed Examples
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1Teams believe in usThe teams trust that we are doing our best to help and support them, and that non-inclusive decisions are made with good intent.We are unaware of problems and opportunities because people don't trust us enough to talk to us about them. Decisions are perceived as top-down.
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2Safety and TrustI feel safe to be myself and to share my thoughts in this team. I don't feel I need to pretend to be someone I'm not.I don't feel safe to speak up in meetings. Mistakes and failures aren't accepted. I feel nervous on how I should behave.
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3DependabilityI can depend on my team members. We follow through on commitments, and we hold each other accountable for our actions.I don't trust my team members to do what they say they will do, or live up to things we've agreed upon.
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4Stress LevelI have room to think, and energy to deal with stressful situations.I feel stressed and can't think straight. My work is mainly reactive.
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5Healthy conflictsI observe that we are honest, direct and respectful in our communication. We turn conflicts into healthy constructive dialogue.We shy away from conflicts. Unresolved tensions has resulted in silence and grudges.
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6Decision-makingIt's clear to me how decisions are made and who makes them. We have the courage to make decisions fast, when needed.
Our way of making decisions is slow and we often get stuck in debates. It's unclear to me how decisions are made or who makes them.
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7Vision & DirectionWe have a strong narrative that tells us where we want to be in the future. We have clear metrics that guide us when prioritising.We have very different (and sometimes competing) ideas on where we want to go. Each team runs their own show, striving towards different goals.
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8Culture & ValuesI see that my peers are role modeling the behaviours and values we want to live by.We don't walk the talk. We send conflicting messages about our culture through our behaviors.
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9Servant LeadershipWe provide structure and support to the teams within which they can self-organize efficiently. We understand team dynamics and alter our leadership depending on the needs of the teams.We don't provide close active leadership, nor convey clear expectations on desired behaviours. We don't trust the teams to make good decisions so we often intervene and engage in the details.
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10TransparencyI believe we are transparent on decisions, plans and our intents. We communicate information and news in a timely fashion.We are an information bottleneck. We don't share victories and failures.
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11LoyaltyNo one has hidden agendas. I feel that everyone’s loyalty is with THIS team.The team feels like a diverse group of people with different goals, and loyalties that lies elsewhere.
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12FeedbackWe give positive appraisals, but also provide constructive feedback on each others unproductive behaviors.We rarely praise each other, or give feedback to each other for acting irresponsibly or breaking our Working Agreement.
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13Continuously ImproveWe passionately strive to figure out how to work better and more efficiently as a team. We try to “know” if we get better.We don’t focus on questioning our process or way of working. If someone asked us to prove that we’ve gotten better we have no clue how we would demonstrate that.
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Jimmy Janlén, Crisp, 2019
https://blog.crisp.se/2019/03/11/jimmyjanlen/health-checks-for-teams-and-leadership
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Feel free to create a copy of this document and adopt it for your context, culture, believes and needs.
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Comment: The first version of the Leadership Health Check was created by Jimmy Janlén (Crisp) and Georgiana Laura Levinta (Spotify) for the the leadership of a Tribe at Spotify.
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