when your boss says, " How your team performs is how i will measure and evaluate you..." i understand and somewhat agree with that statement. however, should there be an issue if your boss does it for the wrong reasons? like he will be promoted that is why he is pushing us to do better JUST NOW!? He won't be where he is now if not for those people under him-- and to think he has not made enough effort to make the team work-- good thing his leaders are good and can perform well...
perhaps, a leader should not say things about his subordinates if he himself cannot do what he wants them to do and to be! i think, "WALK THE TALK" is a good example, right???
Stop worrying about the wrong things.
Your boss is right to measure you by how well your team performs. He may have come by that for stupid or wrong or even unethical reasons, but COUNT YOURSELF LUCKY that he landed on the right answer, even if randomly.
Give him what he wants. it's what you should want, anyway. And if you get punished for it, resolve to never do that to one of your directs.
As many managers as there are who get the answer wrong, let's not find too much fault with the managers who get it right.
You've probably got plenty to do without trying to second guess him anyway.
Mark
Yup Yup Measure Success by Success
Your boss is absolutely correct to measure your sucess as a manager by the success of your team, AND this begs the next question. Namely "How are WE measuring the success of my team?" Now I'd advise that you do your homework before asking that. Something like, "Hey Jim, I know that we're measuring my success by the success of the team. I've come up with a short list of 5 key results areas (KRAs). Could I send it to you to be sure that we're both on the same page?" (N.B. DO take a moment or two to modify that with statement and those KRAs into language that's aligned to your bosses DISC profile.) Now there's a few things going on here. Your making sure that you know what the boss wants, and seeking his approval. This appeals to the high D and high C. You're bring the boss onto your team by using the 'we' word. This appeals to the high I and high S.
Then once you have the 5 KRAs that YOUR BOSS has in mind, you can come up with METRICS to MEASURE success. Then use those metrics to say, "Hey Jim, I've come up with a few ways that I'm thinking of measuring progress towards those KRAs we agreed on last week. Could I get some time on your schedule to go over them?" OR other appropriate statement to show your boss that HIS priorities are your priorities, and your working on making sure he gets what he wants. Once you get buy in on the metrics, use them. Now don't stick to the data like a dog with a bonje, or even the KRAs or metrics. Be prepared to change them as the environment changes. The key is to make your bosses priority yours, embrace it, and show that you are achieving the goal or moving rapidly to success.