We started something new at Blaxland this year (1997) - the idea of a leader performance review. This will be a half-yearly opportunity for me to sit with my leaders and reflect back to them how they are doing as a leader.

It is also an opportunity for them to reflect back to me how they think the program is unfolding and how it cna be improved.

It's a little like a performance review at work.

The first four have been very helpful, with leaders gaining a new appreciation of their contribution and the significance of their efforts. We pay lip service to phrases like "take every opportunity to praise" someone. Yet formalising something like this is very powerful.

Every one of us has faults and areas that can be improved.

This time is a time to offer insite into the life of another that they may not be aware of.

I put it like this: "As we continue to work together we should be able to be free-er in our comments to each other. I want you to feel free to come and talk about anything with me. If I'm doing something you don't understand or don't agree with - come see me. In the same way I'd like to think our relationship can allow me to come see you when I think you're doing something I don't understand or don't agree with."

Then I ask them if there's anything they'd like to "reflect" back to me about my leadership style etc... I've had some good feedback.

Then i reflect one thing back to them that they can improve on. I choose just one item 'casue I want to motivate, not demotivate. All have accepted my comment in a great spirit, knowing that they needed to fix up whatever it was anyway.

Unlike a work evaluation, I don't take or keep notes. There is no "permanent record" But it is great to be able to chat, without getting bogged down in program details, and without having to tread lightly around issues...

Senior Commanders: you might like to try formalising evaluations in this way.
Commanders: you might like to suggest to your SC that you have these formal evaluations.