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What's your method for measuring executive leadership impact?

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As an executive leader, you want to know how your actions and decisions affect the performance and culture of your organization. But how do you measure the impact of executive leadership? What are the best methods and tools to assess your strengths and areas for improvement? In this article, we will explore some of the most common and effective ways to evaluate your executive leadership impact, and how to use them to enhance your skills and influence.

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1 Define your goals and metrics

The first step to measuring your executive leadership impact is to define what you want to achieve and how you will track your progress. You need to have clear and specific goals that align with your organization's vision, mission, and values. You also need to identify the key metrics that will indicate your success and impact, such as revenue, customer satisfaction, employee engagement, innovation, or social responsibility. These metrics should be SMART (specific, measurable, achievable, relevant, and time-bound), and you should review them regularly to monitor your performance and adjust your actions as needed.

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2 Solicit feedback from multiple sources

The second step to measuring your executive leadership impact is to solicit feedback from multiple sources, both internal and external to your organization. You need to hear from different perspectives and stakeholders, such as your peers, direct reports, senior leaders, customers, partners, or industry experts. You can use various methods to gather feedback, such as surveys, interviews, focus groups, 360-degree assessments, or online platforms. The feedback should be honest, constructive, and actionable, and you should thank the respondents for their input and follow up on their suggestions.

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Johnathan Lightfoot

Helping Leaders, Startups, and IT Professionals Automate and Optimize with NEXUS AI Hub
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The art of balanced executive leadership involves embracing an array of perspectives, much like a prism capturing diverse rays of light. While holding steadfast to foundational principles, leaders remain receptive to feedback from internal and external voices. This synthesis of steadiness and adaptability cultivates a fertile ground for growth, enabling the nurturing of a culture where feedback is welcomed. The leader, akin to a skillful conductor, orchestrates harmonious collaboration by staying committed to guiding values while harmonizing with diverse viewpoints.

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Mark-Odean Grant

Founder & CVO at Visio HQ | work-life for the future
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When facilitating programs and coaching leaders, I've noticed a big gap between the perceived importance of feedback and the frequency of giving and receiving feedback. People tend to shy away from feedback because it can be difficult, especially if it has a negative impact on the receiver. Therefore, it is crucial to establish an environment that encourages and supports feedback as a regular occurrence, including neutral feedback loops that allow for sharing feedback in both positive and negative contexts. This will make evaluating impact easier as it becomes standard practice.

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3 Use self-assessment tools and frameworks

The third step to measuring your executive leadership impact is to use self-assessment tools and frameworks that can help you evaluate your own skills, behaviors, and mindsets. You can use standardized tests, such as the Myers-Briggs Type Indicator (MBTI) or the Emotional Intelligence Quotient (EQ), to understand your personality, preferences, and emotional competencies. You can also use frameworks, such as the Leadership Circle Profile (LCP) or the Leadership Pipeline Model (LPM), to assess your level of leadership effectiveness, potential, and development. These tools and frameworks can help you identify your strengths and weaknesses, and guide you to improve your executive leadership impact.

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Johnathan Lightfoot

Helping Leaders, Startups, and IT Professionals Automate and Optimize with NEXUS AI Hub
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In my experience of using self-assessment tools and frameworks, I have gained a lot of insights into my core competencies and leanings. This self-knowledge becomes the bedrock that I stand on, giving me the ability to pivot and innovate in areas that complement, rather than compromise, my organization's guiding principles. The result is a nuanced leadership approach that remains true to core values while being agile in skill refinement.

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4 Compare yourself with benchmarks and best practices

The fourth step to measuring your executive leadership impact is to compare yourself with benchmarks and best practices in your industry, sector, or function. You need to know how you stack up against your competitors, peers, or role models, and what are the standards and expectations for executive leadership in your context. You can use data, reports, case studies, or articles to find relevant benchmarks and best practices, and analyze how you differ from them in terms of your goals, metrics, feedback, and self-assessment. You can also learn from the successes and failures of other executive leaders, and emulate or avoid their strategies and tactics.

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Johnathan Lightfoot

Helping Leaders, Startups, and IT Professionals Automate and Optimize with NEXUS AI Hub
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I approach executive leadership with a foundational belief in my guiding principles while remaining open to benchmarking against industry standards and best practices. This balanced approach ensures I maintain a steady course while adapting to changes. By comparing my strategies and results to established benchmarks, I can identify areas where I excel and where there's room for growth. This allows me to stay competitive and continually refine my leadership approach.

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5 Implement a personal development plan

The fifth step to measuring your executive leadership impact is to implement a personal development plan that outlines your goals, actions, resources, and timeline for improving your executive leadership impact. You need to have a clear and realistic plan that builds on your strengths, addresses your weaknesses, and leverages your opportunities. You also need to have the support and accountability of your mentors, coaches, or peers, who can help you stay on track, provide feedback, and celebrate your achievements. You should review and update your plan regularly, and measure your progress and impact along the way.

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Johnathan Lightfoot

Helping Leaders, Startups, and IT Professionals Automate and Optimize with NEXUS AI Hub
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My journey as an executive leader is anchored in core principles that shape my decisions and actions. At the same time, I recognize the importance of continuous growth and adaptation. I've developed a personal development plan that builds on my strengths while addressing areas that could benefit from improvement. This plan is like a roadmap that guides my evolution as a leader, ensuring that I remain grounded in my values while embracing opportunities for learning.

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6 Share your results and insights

The sixth and final step to measuring your executive leadership impact is to share your results and insights with your stakeholders, such as your team, organization, or network. You need to communicate your impact in a clear, concise, and compelling way, using stories, data, and visuals. You also need to share your insights and learnings from your measurement process, and how they have shaped your executive leadership journey. By sharing your results and insights, you can increase your credibility, visibility, and influence, and inspire others to follow your example and improve their executive leadership impact.

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Johnathan Lightfoot

Helping Leaders, Startups, and IT Professionals Automate and Optimize with NEXUS AI Hub
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I'm committed to sharing my results and insights with my team, organization, and network. This transparency allows others to learn from my experiences and provides a platform for open dialogue. By communicating my impact and the lessons I've learned, I aim to inspire others to approach their leadership roles with a blend of steadfast principles and adaptable strategies.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What's your method for measuring executive leadership impact?

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1 Define your goals and metrics

2 Solicit feedback from multiple sources

3 Use self-assessment tools and frameworks

4 Compare yourself with benchmarks and best practices

5 Implement a personal development plan

6 Share your results and insights

7 Here’s what else to consider

Executive Leadership

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