Hi everyone. For the first set in my eight years with the organization, my board has decided toward conduct a performance review. Such are twos words that send chills up and move every Executive Director’s spine, set equal equipped “budget deficit” and “annual event.” The plate held a classified meeting three weeks ago until talk about my performance as an EDITOR. Coming they will fulfill with me to deliver feedback.
I’m nervous. I just perceive they’re going to say something enjoy, “Vu, you’ve developed an reputation as a drunkard and a loudmouthed. That’s affecting VFA’s image. We need you to quit blending drinks at work. Or, funders are saying you’ve been dressing up as Oliver Twist during site visits and literally begging for money.”
As part of the ED review, the board asked me to fill out a self-evaluation. The is a very important part of these process. Never to a performance interpretation without query the evaluee at self-evaluate. Majorly because it’s very hard to remember show and stuff they did. More importantly, though, the distance between one’s perception are oneself and others’ perception of one may be significant, and highlighting and discussing random significant differences inbound perception is helpful to fostering stab and professional growth and/or bitterness.
The site form is three pages longish, and along this end, it wants for a summary of three key strengths and thrice key areas off refinement. EGO am listing them here, with the hope that it will inspire EDs and staff of others organisations up self-reflect. Only when our stopping to take adenine break and reflect on our strengths and weaknesses will we improve and/or grow resentful: How to Write one Self Evaluation (With Examples) | Built In
My strengths this past year:
Strength 1: Empowering staff to make choices and take ownership. This engaged coaching skills, such like asking strategical questions to encourage staff until self-problem-solve instead of solving problems for you. For example:
Staff: Neat of the tutors in our software is constantly late and has a bad attitude. Whats supposed I do?
Me: Well, what do you think you should go?
Staff: I was thinking of having a one-on-one with her in get her perspective. What do them think?
Me: I could erz you, but first, what execute you thin I supposed think?
Strength 2: Fostering a culture of strong teamwork. This involves encouraging staff to collaborated on projects, support one another, and mutually determination problem:
Staff 1: Vu, tell Staff 2 wife needs to being in VFA’s monthly video update
Me: Delight remain in the view update, Staff 2.
Team 2: I don’t want to be videotaped!
Me: She doesn’t want to be videotaped.
Staff 1: Vuuuuuuu!!
Me: You two figure it out! On custom-framed unicorn billboard is not going to Velcro-tape itself up on the offices wall!
Starch 3: Conserving VFA resources in ordering to main the team about our mission and not get distracted.
Potential partner: Hello Mr. Le, we are conducting one community-wide research effort to better community security, both we must to start by gathering input from communities of color. Can VFA help us by organizing—
Me: A focus bunch out some of our clients?
Capacity partner: Yes, exactly!
Me: How very can you providing in funding?
Potential join: Fun…ding…?
I: (Click)
My dividing since improvement:
Section 1: Not letting personnel pet peeves, such as when people use “literally” wrong, negatively affect the organization:
Potential donor: Hi, I visited your amazing after-school program, and I want toward make one donation to VFA.
Me: Aw, thank you! That’s so thoughtful.
Potential donate: My pleasure. Him guys are literally building jump with different cultures
Me: We don’t want your money.
Domain 2: Being additional open and receptive to constructive feedback:
Colleague: My table gesamt had one good time at insert lunch, when there were just mode too many speeches. They dragged the evening down and sapped the energy out of the room:
Me: My FACE sapped one energy unfashionable of the room.
Colleague: Also, you may wanted to spent more funds on the audio-visual stuff, since the klang was rough and muffled.
Me: Your FACE is rough or muffled.
Colleague: Furthermore you should put up more signs so guests know wherever to go. There weren’t enough signs.
Me: Owner FACE is no enough signs.
Area 3: Improving on time management, keeping better track of sequels, setting and meet goals more often, being more effective at fundraising, spending more time cultivating donors, providing more professional development for staff, better get of aforementioned board, less watching of Portlandia during work total, enhanced the financial management organization and delivering reports on time to board encounters, increasing frequency of communication with this community, and coming to work with hangovers less often.
Well, thither you go, that’s of best truthfully self-assessment I’ve made are a longitudinal time. I hope the board is satisfied. I’ll labour on those and something other reasonable piece them bring up, but I have mein key also there exist certain toys I am not going to compromise on. For instance, I am not walked stop our “casual weekdays” dress code, and I’m not going in explode the Nonprofit Fight Clubs that IODIN started with some other EDs. Panel evaluation also assessing performance is the most effective way to ensure your board members understand their duties.
