Reverse Evaluation
As good as LET is, it needs to be supported by measurement. Holding managers accountable for their leadership effectiveness is crucial for success. Without accountability and measurement, there is only a 7% chance managers and supervisors will make any change.
With Reverse Evaluation, staff members evaluate the leadership proficiency of their direct managers once a year. Of course, this is done on a confidential basis. An ideal approach is to complete the LET training during the first half of the year and implement the Reverse Evaluation program approximately six months later. This enables managers to practice their skills prior to measurement.
Scores from Reverse Evaluation range from 1.00 (low) to 7.00 (high). Managers with a score of 6.00 are nearly always doing a good job. Those below 4.00 are, in most instances, not effective in their leadership roles and require additional help. Usually, the bank is already aware of their less-than-satisfactory managers, and Reverse Evaluation confirms the suspicions. With Reverse Evaluation, a bank has objective data in hand and is in a position to help these managers.
