LeaderGov conducted an informal poll of local government leaders on LinkedIN and asked them which of these four areas created the most pain for them:
By far, the two biggest pain topics were:
The Pain Associated with People Slowing Progress
We all know that tension on teams, past challenges and poor attitudes or past lack of follow-through can damage progress as teams work together. As a leader however, it’s your job to address people and process issues that get in the way of results. Failure to do so, typically makes matters worse, not better. In fact, not addressing people issues erodes your respect and often emboldens others to become less responsible in their work, since they know you are not likely to address substandard work....
As a leader, it's important to know the people you work with. Strong relationships lead to stronger teams, and stronger teams lead to a more productive and more successful company. But getting to know people isn't just knowing their favorite TV show or the name of their spouse. That's trivia. To effectively manage your team, you've got to be aware of and understand your team members' personalities.
There are tons of personality tests out there: Myers-Briggs, Big Five,...
Local government leaders know that it’s important to have a succession plan and a way to identify each person’s development needs related to future roles. A terrific tool for cities and counties to use to identify gaps in readiness the 9-Box Grid.
Since local government base salary can sometimes sway employees to leave (and make it hard to attract quality talent) city and county leaders need to do all you can to groom and develop the talent you have in-house.
A 9-Box is a fairly simple approach to assessing your employees’ current potential and performance.
As the title describes, there are nine boxes in this assessment grid. Each box represents a type of employee that’s on your team and each type needs something different to grow and prosper.
The vertical part of the grid has to do with potential.