Willingly and often solicits the ideas of others. Measuring Judgment Performance Consider the key elements and behavioral evidence of Judgment when evaluating an individual’s performance in this job dimension. The following rubrics will help in determining an individual’s most consistent performance: Highly Effective Effective Improvement/Developing Unsatisfactory Consistently exceeds expectations in the key elements and behavioral evidence of this job dimension. Demonstrates strong performance in most key elements and behavioral evidence of this job dimension. Performs to minimum expectations in several of the key elements and behavioral evidence of this job dimension. Is Developing in the first year in position. Fails to meet the minimum performance requirements in most key elements and behavioral evidence of this job dimension. *For the year in a job assignment, performance at this level should be designated as Developing. Judgment Skill Enhancers Keep a communications and correspondence list of people involved in or affected by a decision. Review the list periodically to make sure that you have “covered all the bases.” Whenever possible, make difficult decisions when energy level and mental sharpness are high. Debrief all decisions, both good and not so good, to understand what went right and what went wrong. Review several of your decisions with your supervisor or a respected associate, and ask them what they thought of the process you followed and its outcome. Some of the most important judgments are people, particularly about the individuals you choose to have on your team. After a crisis you had to manage is over, meet with your supervisor or a teammate involved in resolving the crisis, and ask them for feedback about how you performed. of judgment as a process, not a moment in time. Think of decisions you’ve made that didn’t go so well and record the process you followed (or didn’t follow) in coming to those decisions. Professional Growth Activities Read Judgment by Noel M. Tichy and Warren G. Bennis. Identify effective decision makers in your organization and bounce ideas off of them prior to finalizing a decision.
success of the entire team. Measuring Teamwork Performance Consider the key elements and behavioral evidence of Teamwork when evaluating an individual’s performance in this job dimension. The following rubrics will help in determining an individual’s most consistent performance: Highly Effective Effective Needs Improvement/Developing Unsatisfactory Consistently exceeds expectations in the key elements and behavioral evidence of this job dimension. Demonstrates strong performance in most key elements and behavioral evidence of this job dimension. Performs to minimum expectations in several of the key elements and behavioral evidence of this job dimension. Is Developing in the first year in position. Fails to meet the minimum performance requirements in most key elements and behavioral evidence of this job dimension. *For the first year in a job assignment, performance at this level should be designated as Developing. Teamwork Enhancers Send thank-you notes or e-mails to others who help you and copy appropriate management. to help someone at least once a week. Invite a quiet associate, within or outside of your department, to coffee or lunch. Take responsibility for a task that no one really likes to do. Identify a person you least like to work with; find an attribute or behavior of that person and sincerely compliment him or her on it. Professional Growth Activities Identify an associate who is different from you in style and approach. Discuss with him or her how your strengths can complement each other. Ask your associates to tell you about themselves—their goals and aspirations. Watch a person who is most similar to you in style and approach. Observe his or her cooperative behaviors as clues to how you may be perceived.