Are you being your ideal manager? Are you congruent with your values and beliefs? It’s been a year, as you know. Besides COVID, we are coming out of the winter months. For some people, It was like a double whammy. Locked in from COVID and dark and cold from the season. You may be emotionally exhausted.
The good news is that vaccines are here; the sun is out, the temperature is rising. It may be time to think about moving forward. It’s definitely time to take a step back and see how it all played out with a quick review of your performance. I’m not saying it’s all over, and things are back to normal; however, it is getting closer to moving on from the past year.
Your ideal self along with your values and beliefs were stress-tested over the past year. You may have made it through just fine, or you may have found those values and beliefs didn’t hold up so well under pressure.
Things were crazy, to be sure. It’s now time to find out what worked well, what didn’t, what changes did you make to yourself that you will continue with what changes do you want to end?
In other words, it’s time to look at your values and beliefs. Were you the manager you wanted to be? Did you fall short under stress and uncertainty? It may be time to evaluate how you did over the past year and receive some feedback. By the way, we should do this at the change of every season, not just at the new year.
Here are three ways to check-in on how you are doing.
Ask yourself
Review your values and beliefs. If you do not keep a journal and don’t make notes each day, that’s ok. One trick that works for me is to go through your calendar and review your meetings. You may not remember everything; however, you may be surprised how much you do remember. Jot down some notes of what worked well and what didn’t. Think of any thoughts you may have about why or why not something worked well or didn’t. Did you live up to the standards you set for yourself?
Ask your team
Check-in with your team. Use this as a coaching opportunity. You could do this either with the group or one on one with each team member depending on team dynamics. Ask them, how did I do under stress this year? Did you notice any changes in me over the past year? Did I support you when you needed it? These are just a few of the questions you could ask. A side benefit to this option is that it builds trust in your team.
Ask your manager
This is the same as the Ask your team. Set up a one on one with your boss. Use the same coaching format. How did I do under stress this past year? Did I support you in the way you needed? Was there anything I could have done differently?
Be open to the feedback
Consider this your coaching session and a way to conduct informal 360-degree feedback. Listen carefully to what is being said. Then come up with an action plan to work on your blindspots and weakness. Don’t stress about it. Just work on it.
Of course, if you would like some help around asking and receiving feedback, I’m always happy to help. Just contact us. In the meantime, leave a comment below with tips that helped you throughout the year and how you plan to move forward.
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