Managerial Leadership – What Doesn’t Get Measured, Doesn’t Get Done

By Michelle Malay Carter on December 11, 2007 

What Does Your Performance Management System Focus Upon?One of the services we offer our clients is a Leadership Scan.? We interview employees about whether basic managerial leadership practices are occurring in their department.? Further, we check to see whether?these practices are a simply a positive anomaly or whether they are specifically codified and organizationally system-supported.

One of the questions we ask is:? What are the measures of performance in your role?

Unfortunately, I have yet to have anyone in a managerial role mention any performance measures related to execution of their managerial leadership duties.

Systems drive behavior and telegraph values.?
Performance management systems which focus solely upon the technical aspects of managerial roles and make no mention of managerial leadership effectiveness send a message loud and clear.

In return, employees are sending one back – 71% disengagement.

Does your performance management system include a managerial leadership component??

I’m OK.? You’re OK.? Let’s fix the system.

Filed Under Accountability, Corporate Values, Employee Engagement, Executive Leadership, Managerial Leadership, Organization Design, Requisite Organization

Comments

3 Responses to “Managerial Leadership – What Doesn’t Get Measured, Doesn’t Get Done”

  1. HR’s Big Job? Help Managers Be Better Managers : KnowHR Blog on December 19th, 2007 7:47 am

    […] Michele Malay Carter at Mission Minded Management has a super post about this titled: What Doesn’t Get Measured Doesn’t Get Done. Bookmark this article:These icons link to social bookmarking sites where readers can share and […]

  2. Wally Bock on January 30th, 2008 7:02 am

    Good post, Michelle. I liked the line “Systems drive behavior and telegraph performance.” That was exactly the point of my post: “Put your trust in systems, not in genius.”

    http://blog.threestarleadership.com/2007/09/16/put-your-trust-in-systems-not-in-genius.aspx

    I also loved the way you linked the system to making sure that each manager does the job of leadership development.

  3. Michelle Malay Carter on January 30th, 2008 7:21 am

    Thanks Wally. I agree. I’m OK. You’re OK. Let’s fix the system.

    Michelle