Do you prepare and help your team to navigate through changes?

Do you clearly state the balance of managers as planners and executors of leader’s initiatives?

Do you promote changes and guide the people through them while leaving the planning, organizing, and execution to managers?

Do you agree a leader should aim to structure the organization quality and staff among other key factors?

Do you agree with the following statement? More changes always demand more Leadership.

Do you manage complexity and unknown by planning?

Do you clearly communicate expectations to your staff, delegating responsibilities and the establishing of monitoring systems?

Do you as a leader define KPIs and apply timely corrective action when needed?

Do you align people, motivate them and inspire them to follow the organization’s vision?

Do you appeal to people’s personal needs and values to motivate them?

Do you periodically review long-term plans?

Do you make a plan for every new task?

Do you encourage management to utilize plans as a mean for monitoring companies’ daily activities, making clear what is necessary and what is irrelevant?

Are you directly involve on talent acquisition and developing?

Do you align influential people toward a common goal, assuring key personnel is where they can be more effective?

Do you provide a clear direction, allowing people to act more independently, with less risk of having conflicts with others?

Do you evaluate people’s performance against an established plan and apply corrective actions when necessary?

Do you energies people?

Do you track record communicate credibility? Do you do what you said you will do?

Do you support company vision by coaching and giving feedback to management,  being a role model, and enhancing their self-esteem?

Do you develop and expose people for leadership roles?

Do you build informal relationships with others leathers?