Situational Leadership
To become a more effective leader, incorporating my desire to strengthen my Situational Leadership style, I feel I need specific benchmarks to track my progress. I also feel I need tools to aid me in this growth. The foundation of Situational Leadership is constant evaluation and change, which can become confusing and overwhelming for new leaders. The two SMART goals I have created for myself will help. The first is very specific. In my job as a Clerk 1 in Revenue Collections, we are tasked with collected delinquent monies, most specifically back Personal Property taxes and outstanding Fire permits. We use two separate systems for each of these, and the system we use for Fire permits is a mess not of our making. There are businesses being sent
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While the department is not new and this position has been around for decades, there is still no training manual. A good leader needs back up, and having a written book detailing duties will allow me a great tool to assess employees. Using this manual, I will be able to determine who is self-motivated, who needs more hands-on learning techniques, who is data driven in their work, among many other things. This will provide me concrete insights into the employee, allowing me to tailor the type of leadership they will need to thrive. I will first need to write the manual, which I will accomplish by taking notes over the next week on all my duties, and then writing at least one page a day after that based on the tasks I perform every day. I hope to accomplish a manual that is broad in scope and in many ways general, as each Clerk is assigned to a specific Collector, their direct report, and each Collector operates in slightly different ways. I don’t want this manual to usurp the Collector’s opportunity to train their individual Clerk, but have it be a tool to allow each Clerk to understand their job in a more general sense. Since everyone learns a bit differently, I will engage my colleague, Kia, with whom I have a wonderful working relationship, but who is much different than me in work style and education, to spend a bit of her time using my manual,
While the department is not new and this position has been around for decades, there is still no training manual. A good leader needs back up, and having a written book detailing duties will allow me a great tool to assess employees. Using this manual, I will be able to determine who is self-motivated, who needs more hands-on learning techniques, who is data driven in their work, among many other things. This will provide me concrete insights into the employee, allowing me to tailor the type of leadership they will need to thrive. I will first need to write the manual, which I will accomplish by taking notes over the next week on all my duties, and then writing at least one page a day after that based on the tasks I perform every day. I hope to accomplish a manual that is broad in scope and in many ways general, as each Clerk is assigned to a specific Collector, their direct report, and each Collector operates in slightly different ways. I don’t want this manual to usurp the Collector’s opportunity to train their individual Clerk, but have it be a tool to allow each Clerk to understand their job in a more general sense. Since everyone learns a bit differently, I will engage my colleague, Kia, with whom I have a wonderful working relationship, but who is much different than me in work style and education, to spend a bit of her time using my manual,