What are the key metrics to measure success in your leadership development plan?

Some easy ways to determine a learning outcome is to answer the questions, “what is not happening that should be happening?” and “What is the business impact?”

?? Measuring Success in Leadership Development: Key Metrics ?? Developing effective leaders is crucial for organizational growth. But how do you measure success in leadership development? Here are essential metrics to consider: 1?? Feedback from Direct Reports 2?? Improvement in Team Performance 3?? Leadership Self-Assessment 4?? Employee Engagement Scores 5?? Completion of Development Milestones 6?? 360-Degree Feedback Remember, effective leadership development is a continuous journey. Regularly tracking these metrics can guide improvements and highlight successes. #LeadershipDevelopment #Management #HRMetrics

A lideran?a é um comportamento, portanto uma lideran?a realmente eficaz pode ser medida pela performance da pessoa que está sendo treinada, naquelas fun??es e qualidades que s?o essenciais para um bom líder. Por exemplo: coaching, reuni?es de feedback, alinhamento de valores, feedback 360° e prioriza??o das atividades. Verifica??o dos OKR e KPIs, engajamento das equipes, absenteísmo, pesquisa de clima e nível de satisfa??o, índice de repeti??es e retrabalhos, falhas na comunica??o, tempo gasto em reuni?es.

Leadership is as much, or more so, art as it is science. Humans are complex beings requiring truly effective leadership to have a working understanding and concern for the human condition. An old mentor explained to me that his goal was for me not to need him and that has become a major force in my coaching and leadership thought. The following are important factors in my leadership and leadership cultivation philosophy: 1. Decision-making autonomy 2. Accountability 3. Problem-solving effectiveness 4. Delegation efficiency 5. Mentorship impact 6. Continuous learning and development Numbers can be key indicators of program success, but the real story is in the people themselves.

I feel I am too sentimental when it comes to this sort of question because I always answer the same. What about the people? I don't go to work for money, I got to work because I have a son that needs me. Do you think the KPI or ROI matters to the staff? They have families to take care of, whether it is a family of one or 10. When you focus on the well-being of your staff, explain the plan, and know that failure is a part of the process, and that plan B just means having 26 plans you need to continue to aim towards to goal. Be honest, document, communicate clearly, set goals, and explain why deadlines are needed so they can help their own life, everything will naturally come to fruition.

My key metrics focus on what attitude and behavior changes have been exhibited, what are the improved results that others in the organization are experiencing.

Aqui la pregunta claves es: ?Que es el desempe?o en mi empresa?, respondiendo esto sabré con mejor precision que indicadores de desempe?o estoy buscando

Anonymous 360’s pre and post test from the proper that matter - the team around the leader! That’s really the true test of whether you’re leading with more impact.

Business Outcomes: Ultimately, the impact on Business performance – such as sales, profit margins, market share, or customer satisfaction – is a critical metric. Improvement in these areas can often be traced back to effective leadership.

These are the types of question I use to assess performance improved: Are we reaching our KPI‘s? Are we less annoyed during the day and more focused? Was flow state achieved? Are we really in the dilution about of the story and small talk of it all? Is there progress on my own key growth items.

Yes to all of the above. Quantifying, lost hours or better outcomes is extremely . The key metric I use is wasted hours in the day. How many hours were no longer wasted on being annoyed and having someone else cap your time, revisiting interactions gone wrong, and instructions misconstrued. In my book, I actually have a formula for calculating the cost of this.

Cada actividad en una empresa genera perdidas o ganancias, a ello hay que sumarle con la actitud que se realiza y el empe?o que sea de excelencia Axel Martinez Consultor Internacional de Negocios

In business culture we tend to believe that there’s a straight forward relationship between what we do as a leader and the outcomes we can achieve in for example costs reduction, revenue and profit gains. The reality is actually more complex and effective leadership skills may be more about who you are and how you approach your world than the activities that you perform. Have you ever encountered this to be true?

Penso que este seja o fator mais importante em termos de dados sobre os índices relevantes para a Empresa e que buscar?o ser melhorados a partir de um programa de lideran?a. Até porquê, essa mudan?a é a raz?o de ser do plano. Assim, pode-se comparar, por exemplos, a representatividade econ?mica dos ganhos efetivos, com os valores investidos no programa de desenvolvimento de lideran?a. Quais s?o os números importantes que devem ser melhorados? Reten??o, turn-over, produtividade, número de vendas, receita, lucratividade, ... Outro ponto interessante de ser mensurado é o ROE – Retorno sobre as expectativas (pré e pós programa de desenvolvimento da lideran?a).

Return on Investment (ROI) is typically measured by comparing the gains or benefits from an investment to the costs associated with it. To calculate ROI, you subtract the initial investment cost from the gains and then divide the result by the investment cost. The resulting percentage or ratio represents the ROI, indicating whether the investment has been profitable or not. A positive ROI suggests that the investment has yielded more in returns than it cost, while a negative ROI signifies a loss. It's a valuable metric for assessing the financial effectiveness of various initiatives, including training programs, marketing campaigns, and business investments.

Uma prática que pode ser adotada é desenvolver planos de sucess?o para posi??es-chave por escrito, com monitoramento periódico, indicando o nível de prontid?o para os executivos que est?o na linha de sucess?o, colocar isso nas metas e b?nus da alta lideran?a.

Measuring a leadership pipeline involves assessing the readiness and capacity of individuals within an organisation to take on leadership roles in the future. Key indicators include identifying and tracking potential leaders, evaluating their skills, competencies, and development progress, and assessing their performance in leadership roles when promoted. This measurement helps organisations ensure a continuous supply of capable leaders and a smooth transition of leadership positions as needed for sustained success and growth.

Este ponto está totalmente relacionado à cultura da organiza??o. Este é um ponto muito estratégico. Importante pensar no longo prazo e alinhar o desenvolvimento da lideran?a com olhar futuro, na sustentabilidade da empresa. Uma forma de mensurar que considero é definir critérios, como por exemplo, um plano de cargos e salários, com equipara??o de valores por cargo/fun??o, quest?o de gênero em cargos de dire??o numa determinada periodicidade e o número de representantes em cargos de lideran?a, originários da comunidade local, onde a empresa se insere.

Es uno de los grandes retos en las organizaciones. Medir el desarrollo de Liderazgo, no es tan “simple” como evaluar el cumplimiento de cuota en una persona de ventas o logro de objetivos administrativos u operativos en distintas áreas. Si bien, va a tener un impacto en los resultados de a empresa, personalmente un criterio que me gusta ver e impleméntanos con muchas de las empresas, tiene que ver con una de las mayores metas de un líder: “formar más líderes”. A medida que una persona tiene la capacidad de formar más líderes dentro de su equipo de trabajo, es uno de los parámetros más importantes para demostrar el desarrollo de liderazgo que ha tenido este colaborador dentro de la organización. Por todo lo que implica dar este gran paso.

A beautiful way my sensei once explained this to me: “the quality of performance by the pupils of the teachers I train is a direct reflection of my quality as a leader. That’s the true assessment of my leadership skills.”

A rela??o com os diversos stakeholders é fundamental. O grau de satisfa??o pode ser medido por meio de pesquisas de satisfa??o e reuni?es periódicas para se ouvir as suas demandas e transformá-las em programas que atendam às suas necessidades, alinhando os interesses de todos os envolvidos.

A prática do engajamento entre o Board e os investidores-chave, que consiste em um diálogo estruturado, roteirizado e devidamente publicizado pode ser um excelente momento para essa consulta sobre o desempenho esperado da alta lideran?a.

Stakeholder zeichnen dem Mentoring dadurch Respekt, indem ihnen bewusst wird, dass sie in Zukunft mit keinem anderen Unternehmen für die jeweilige Expertise lieber zusammenarbeiten m?chten als mit dem so transformierten.

Yo agregaría un indicador adicional, el cual considero clave de acuerdo a mi experiencia: Frecuencia de Fallas en la empresa. (Considerando como falla, las no conformidades como serían los accidentes, paradas no programadas, productos fuera de especificaciones, etc.) Cuando hay un liderazgo transformador, los índices de falla bajan drásticamente porque los accidentes bajan, las paradas de planta disminuyen, la Confiabilidad en los equipos y en la gente, aumenta, la logística funciona mejor y no hay falla por repuestos, se minimizan las quejas de los clientes, se minimiza la funda de talento, etc. Sería un grupo de indicadores o un indicador global relacionado con las Fallas de todo tipo y es una excelente medida indirecta del Liderazgo.

Be careful with what you measure … there is a basic principle that says you will get more of what you measure. Why do we need to measure everything? Why can’t we just come back to great leadership which inspires people to be kind, compassionate and transparent. Where ideas are shared freely and debated respectfully. Where everyone is working together for a shared vision of the future. You can’t put this into a database … but you can feel it. Trust your feelings. Great leadership starts with the leaders doing the work on themselves, including being kind and compassionate to themselves. Those qualities will ultimately be reflected in the people around them and in the culture of the organisation. Let’s create a better world for everyone.

Leadership is the immediate and immenent part of any organisational structure and hierarchy. Needless to say, the more structured the chain of commands is, the better the company operate. Even in Education, Leadership is goes beyond the mere concept of School Head or Principal. A teacher at classroom level exercises the basic definition of Leadership. A positive and healthy environment is established with an effective leadership which enables: 1. Transparency 2. Growth 3. Innovation 4. Creativity 5. Team work.

Alguns indicadores estratégicos podem ser criados, desenvolvidos e gerenciados para o fortalecimento da cultura da lideran?a. Um deles, e o mais efetivo em minha opini?o, é o número de líderes que s?o talentos desenvolvidos dentro da Empresa.

Culture is not an easy one to influence, but it’s very powerful and should be taken very seriously. The tone at the top is key and should never be underestimated. Change the top and the rest will follow.

Employee engagement for sure. Leadership is like running a leader-creating business! You can determine your effectiveness as a leader by evaluating the happiness and engagement of your team. A great leader paves the way for the cultivation of new leaders, considers their needs, leads by example, and supports their growth. Assessing your team’s engagement can yield unexpected insights…

Nous pouvons ajouter aussi mesurer l'évolution du turn-over. Les études montrent que les salariés ne quittent pas une entreprise, ils quittent un manager. Ainsi, les impacts du coaching et de l'accompagnement d'un manager dans son poste peuvent être mesuré par la baisse des démissions.

Don’t forget that: employees happiness is a critical indicator of leadership effectiveness. Happy employees are more engaged, productive, and loyal, and they contribute more positively to the overall success of the organization. As such, it is important for leaders to track and measure employee happiness to identify and address any issues that may be impacting their well-being.

I think the most important first consideration is what is meant by leadership development and who is included? Most people think of developing titled leaders in an organization. When I raised my five children, they all knew how to run a family meeting by the time they were four or five years old. Leadership development is developing the leader within every person no matter their age, title, tenure or role. Effective confident leaders create other leaders who manage their relationships, productivity, engagement, and progress plans. Only then does each feel and act empowered, lovable, connected, and contributing. Only then does each feel included, inspired, worthy, and free to create a world in which all people love their lives.

Delegate.....delegate......delegate. Don't micromanage. Trust but verify. Hire slow...fire fast. Communicate clearly then get out of the way.