I was in a meeting recently and we were discussing how to develop a group of people.  In the course of that conversation one person asked how we are going to measure success.  That is a great question.  How do we put metrics on leadership?  In this post I will share some ideas on a few areas and how we could measure those areas to assess effectiveness.

Performance

Performance is often the most straightforward area to measure. As leaders, we can look at hard metrics like sales figures, marketing reach, and customer feedback scores. These key performance indicators provide tangible data that help us understand the effectiveness of our teams.

However, when performance is lacking, it’s essential to reflect on whether your expectations were clearly communicated. Have you set clear goals? Do your team members understand what is expected of them and the timelines for achieving those goals? If performance isn’t meeting your expectations, it might not always be the fault of the team. Sometimes it can fall back on us as leaders. If you haven’t clearly outlined your expectations, it’s on you to address that.

People

Next, let’s talk about people—the heart of any organization. How engaged is your team? Are they passionate about the work they’re doing, or do they seem disengaged and apathetic? Engagement is a key indicator of a healthy team.

One effective tool I use is called the Working Genius, which helps organizations assess what energizes their team and what frustrates them. It’s all about helping you understand the kind of work that energizes your people and the type that drains them. If morale is high, you’ll typically find an engaged and committed team. If it’s low, you might find yourself feeling like you have to motivate them.

Engagement isn’t just an outcome—it’s a gauge of your team’s overall health. A healthy team is marked by enthusiasm and a strong commitment to shared goals, while a team that drags along can indicate deeper issues that need addressing.

Behavior

The third area worth examining is behavior. While measuring behavior can seem subjective, there are tangible aspects you can evaluate. Consider time on task—are team members staying focused on their assignments? Are they exemplifying the organizational values you’ve set?

Moreover, think about the dynamics within your team. Are they supportive, or is there gossip and backbiting? A culture that engages members in constant competition and territorialism can harm overall performance. If this is happening in your organization, it’s time to take a step back and reassess your leadership approach. Your team’s behavior reflects on your leadership, and it may require a shift in strategy to improve the situation.

John Maxwell’s “Law of the Lid” reminds us that our leadership ability directly influences our success as leaders. So, where do you need to elevate your leadership skills? Now that we’ve explored performance, people, and behavior, it’s essential to reflect on your leadership. Take a moment to ask yourself: How am I doing in each of these areas? Where can I improve to elevate my leadership effectiveness?

Identify one actionable step you can take this week to grow in any of these areas. If you found this post helpful share it with others.  If you want to explore how to improve engagement on your team with the Working Genius experience, contact me to learn more.  Keep growing in each of these areas to become the leader you were made to be.  Lead Well!

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