How do I assess my success?


Assessing my success?

As you saw in the Mentor slide, the role of the Mentor is defined by four Cs. Let’s examine each C and offer tips on indicators you can use to assess your success in that particular role. 

  • Curator of the experience of the teams during the 100 days.
    • Blocks interference and meddling from other leaders.
    • Encourages risk-taking and experimentation.
    • Shows curiosity and appreciation for the work of the team.
  • Coach & role model for team leaders, helping them lead with confident humility.
  • Custodian of the Challenge Note: Ensures that the team operates within the framework set out by the leaders.
  • Connector of the team with other leaders and stakeholders to mobilise support as needed.

Curator
of the experience of the team during the 100 days

Positive indicators

  • Team members take initiative and try out new ideas.
  • Team members from different organisations work together as if they belong to the same organisation.
  • Team members holding each other accountable for the commitments they made.

Worrisome Signs

  • The team leader frequently reaches out to you to ask permission to do things.
  • Other members of the Leadership Group jump in to give directions and guidance to the team.

Coach
to the Team Leader

Positive indicators

  • The team leader reaches out to you for advice and guidance.
  • The team leader expresses appreciation for the role you are playing.
  • The team leader is growing and developing as a leader who empowers others on the team.
  • The team leader asks you for feedback after meetings you participate in.

Worrisome Signs

  • Team leaders do not feel comfortable sharing with you issues and difficulties. Their answer is always: “All is fine”.
  • Checking in with the team leader is a chore that you dread. It is filled with awkward silences.

Custodian
of the Challenge Note

Positive indicators

  • The team leader references the Challenge Note during the 100 days. 
  • The team is tracking and reporting not only on the performance indicator in the goal but on other things that could be adversely affected by the intense focus on the goal.
  • Team members are beginning to think about how the work will be sustained beyond the 100 days.

Worrisome Signs

  • Other departments are complaining that their issues (e.g. cases) are not getting enough attention and that all the resources are being diverted to the areas the team is focused on.

Connector
to other Leaders & Resources

Positive indicators

  • Other leaders are showing interest in the 100-Day Challenge and reaching out to you for updates and offers to help.
  • Team members are getting positive feedback from their managers and organisational leaders about participating in the 100-Day Challenge.

Worrisome Signs

  • Team members are being pulled away from their 100-Day Challenge commitments by their managers and organisational leaders.
  • You are the only advocate for the 100-Day Challenge in leadership forums.