Understanding Your Leader Manager Score

Thank you again for taking the HELM365 Leader Manager Assessment. You have taken an important step here, self assessing your strengths and weaknesses so that you can take your leadership and managerial skills to the next level and become an incredible leader manager. It is important to remember that everyone has areas that they can strengthen and improve in regardless of their tenure.

Your score helps us provide insights into your areas of strength and areas for growth. Below we explain the score ranges and how to understand your results. You will have an opportunity to reassess your skills every 90 days and gain insights from your growth as you progress through the HELM365 program.

When you open up your Leader Manager Skills Report, it will give you scores across the 12 key leadership skills, highlighting the top 3 areas to focus on. The goal is not to master every concept as quickly as possible, but rather, to set personal goals that focus on the 1 key skill every 1-2 months, that are most important for you to advance your leader manager skills. Below is a detailed view of the key skills to work on across each key leadership area. As you set your goals, pick the 1-2 skills that are most important for you to work on. By focusing on 1-2 skills, you can experiment and adjust, as you determine how advancing in this skill will help you become a stronger leader. Once you set your goals, use the resources in this OnDemand section to help you set leadership development goals, reduce your overwhelm, strengthen leadership skills, and improve results. As always if you have any questions, please take advantage of your access to HELM365’s email based coaching support. Simply reach out to me at rachsebellshavit@helm365.co.

Strategic Thinking

• I am able to shift my focus from performing tasks myself to delegating tasks to my team members
• I prioritize team goals over personal objectives, ensuring that every team member's efforts align with the overall team objectives
• I spend my time strategizing, planning, and setting the direction for my team to achieve long-term goals rather than personally executing tasks
• Others would say, I spend the majority of my time focused on the strategic needs of the business rather than putting out fires and getting work over the finish line
• I make time to keep abreast of industry trends, best practices, and emerging technologies so that I can stay relevant and forward-thinking in my managerial role

Time Management

• Others would say I maintain a quality balance, refraining from taking on too many tasks
• I am able to effectively delegate tasks to others to ensure that I can manage my time effectively
• Others would say I have no trouble meeting deadlines and completing tasks on time
• I find ample time for personal reflection and strategic planning
• I am able to chunk out work; breaking tasks down into smaller, more manageable parts

Leading with Integrity

• Others count on me to keep promises and follow through on my commitments
• I can clearly articulate my leadership values and how they guides me to manage my team
• I am transparent in my communications, actions, and decisions, sharing appropriate information freely and honestly
• I have a quality process to make decisions based on merit and objective criteria
• I examine my own biases and take action to address unethical behavior or violations of company policies even if it may not be the most popular or easiest choice

Leading with Curiosity

• I foster a supportive and psychologically safe environment where team members feel comfortable embracing challenges and taking risks in order to learn and grow
• I foster a learning culture within my team by encouraging experimentation, knowledge-sharing, and a willingness to try new approaches
• I use thought-provoking questions to encourage curiosity among team members
• I take responsibility for my mistakes and hold myself accountable for the outcomes of my decisions
• I view failures as learning experiences and use them to make better-informed decisions in the future

Elevating Emotional Intelligence

• Others would say that I manage my emotions effectively, avoiding impulsive reactions and making balanced decisions
• I practicing perspective-taking, even when I 2 with others, so that I can build empathy and see situations from the perspective of others
• I am open and receptive to feedback from colleagues, peers, and superiors and actively use their feedback to grow and improve
• I listen actively and attentively, asking question to ensure I understand the perspective of others
• I am adaptable to change and can adjust to new situations as they arise

Collaborating & Influencing Effectively

• I seek out opportunities to build and maintain relationships with key stakeholders to share knowledge and best practices in order to improve outcomes and build trust
• I am able to repeat back or paraphrase what someone has said to me to ensure I have understood their message correctly
• In meetings I am conscious of not cutting others off, interrupt, and/or finish other people's sentences, even when I am excited
• I take the time to understand the roles and responsibilities of different stakeholders within my organization so that I can create an inclusive environment that effectively leverage team member's unique skills and backgrounds to accomplish organizational goals
• I am able to recognize and appreciate the diverse skills, backgrounds, and experiences of team members, leveraging their strengths for collaborative success

Goal Setting

• I set clear, specific, and well-defined goals and objectives that leave no room for ambiguity
• I set goals that are relevant and meaningful to the team's purpose and aligned with the organization's objectives
• I assign realistic deadlines to each goal, providing a sense of urgency and accountability
• I involve team members in the goal-setting process to ensure their buy-in, ownership and commitment
• I am able to allocate necessary resources, such as time, budget, and skills, ensuring that team member's and their projects receive adequate support

Fostering Accountability

• I have a reliable system to manage regular progress reviews to assess how well the team is advancing towards their goals and continuous adaptation as circumstances change, remaining flexible in response to evolving priorities
• I communicate feedback, both positive and constructive to team members on their progress towards goals and support them to effectively course correct as needed
• When I give feedback on a project or growth area, I follow up to ensure the recipient has an opportunity to grow from the feedback
• I help team members break down goals into smaller, manageable tasks and milestones, making them less overwhelming and more achievable
• I actively encourage team members to take ownership of their work and decisions, fostering a sense of responsibility and accountability

Delivering Effective Feedback

• I give specific and tangible feedback that focuses on what people need to do to improve or change that aligns with their personal and professional goals
• I make sure to be timely in my delivery of feedback so that the feedback is relevant and able to be reflected on
• I think about when and where I am delivering feedback and how these two elements will impact how the feedback is received
• When I deliver feedback, I ask questions and listen so that I can better understand the other person's perspectives and concerns
• I balance delivery of positive and constructive feedback ensuring that team members hear what they are doing well in addition to how they can improve

Motivating & Inspiring Teams

• I actively seek out and incorporate the ideas and feedback of my team members into the team's goals and decision-making processes
• I celebrate wins both incremental and big and acknowledge the efforts made by team members, providing motivation and encouragement
• I share a clear vision for my team's goals that aligns our work with business objectives, inspiring the team to work towards common objectives
• I create a positive, inclusive, and respectful work environment that encourages collaboration and innovation
• I adapt my communication style to meet the emotional needs and preferences of my team members

Managing Performance Like a Coach

• I tailor my support approach to balance a coaching vs directing style based on each individual team member, making sure to consider their experience, skill-level, and unique development needs
• I recognize and leverage the unique strengths of each team member, assigning tasks that align with their abilities
• I develop my team members by working with them to audit their strengths and areas for improvement, helping them set goals and develop action plans for growth
• I ask open-ended, thought provoking questions that encourage my team members to think beyond immediate answers and arrive at their own solutions
• In 1:1s and team meetings, I practice active listening to understand team member's needs, challenges, and aspirations, and respond with empathy before diving into solutions

Navigating Difficult Conversations

• I handle performance issues with team members head on, providing timely, constructive feedback to help them improve
• I prepare ahead of time for difficult conversations, considering the best approach, desired outcomes, emotional needs of all parties, and potential barriers to success
• I communicate clearly and concisely, using straightforward language to avoid misinterpretations and misunderstandings
• I am able to skillfully guide difficult conversation towards resolutions and mutually 4d-upon next steps, maintaining boundaries for respectful behavior throughout the conversation
• During a difficult conversation, I am able to manage my emotions, staying calm, composed and receptive to what the other person is saying

Again, if you have any questions, please take advantage of your access to HELM365’s email based coaching support. Simply reach out to me at rachsebellshavit@helm365.co.