The definition of bench marking is to ‘evaluate or check (something) by comparison with a standard’. I am a big fan of this practice and regularly suggest it to clients. We are often discussing company metrics and performance when the idea of bench marking comes put.
But what about a bench mark for yourself, the CEO? Or one of your executive team members? Or how you interact with your team? Are you allowing them to do their jobs? At $25M in revenue, are you still micromanaging the office supplies?
As a Coach, my job is not to supply answers but to ask questions. When I see behavior that does not seem to fit the level of the executive or manager, I question the reasoning behind it. Often times, the executive does not realize he or she is still exhibiting certain traits that probably are hindering their own performance or that of their team.
When was the last time you had a talk with one of your peers or surveyed your team about duties and roles? Are you still working 60 hours per week? Whose job are you still doing that you should have handed off years ago?
How many of these can you answer without that little light bulb coming on and you saying to yourself ‘Huh’? As you can tell, I have lots of questions. That’s what I do. If you are not happy with your own answers to some of these questions, give me a call.
Maybe, together, we can find some better answers. In the meantime, let go of the Staples account. It will be OK.
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