Measuring Leadership Effectiveness
A business leader’s purpose is to lead a team, enhance the business, and improve the skill sets of others. Without good leadership skills and efficacy, a business could be significantly affected. You might hinder retention and lose interest from employees. But how do you measure the effectiveness of a leader?
Assessing and defining a good leader can be challenging. Many people will define leaders in different ways. Some people might assess a leader depending on metrics while others measure their effectiveness through their personality traits and company culture.
In this post, you will discover how to measure a leader’s efficacy, the challenges that come with measuring effectiveness, and the best approaches.
What Is Leadership Effectiveness?
A good leader brings out the best in people. These leaders know how to build the best company vision, set the right values, and help people focus on and improve their abilities.
Leadership effectiveness reflects great performance, not just hard numbers. If a leader can offer great company culture and help employees improve, then staff will get better over time, and so will the business.
The Challenges Of Measuring Leadership Effectiveness
While some people assume that they can measure the efficacy of a leader through hard metrics, it’s not just a numbers game. Although leaders might perform well on paper, the staff might say the opposite.
A good leader is someone who can hit metric targets as well as make employees feel happy and satisfied. A leader should be approachable and accessible yet not too friendly. They should manage people as well as tasks. A leader should also know how to give feedback and ask for it in return. There are so many values that make exceptional leaders. This is everything from hitting those tough targets out of the park to effectiveness in enhancing workplace culture and leading by example.
The main challenge that comes with measuring leadership effectiveness is deciding what indicators show that a leader is hitting the mark. Are metrics a tell-all sign of the best leaders or do you need to look deeper at the value they add to a business? Let’s see how to measure leadership effectiveness through key approaches.
The Best Approaches Of Measuring Leadership Effectiveness
Measuring the efficacy of a leader can be approached in many ways. Whether you want to look at the qualitative data or the cultural values that they bring to the organization, here are some of the best approaches for measuring how effective a leader is.
1 - Do they ignite growth?
Is this leader igniting and encouraging growth within their business? This is one key benchmark of an effective leader. A leader that fosters growth and sets strong values for employees is generally doing their best to improve staff performance, meaning greater achievement of success for the business.
2 - Check individual growth
How has this leader grown in their leadership role from day one until now? More importantly, take a look at how each staff member working for this leader has grown. True leaders aren’t only strong performers themselves. The best of the best want to see their whole team reach the top. Great leaders know their purpose is to help every staff member, and the business itself reach maximum potential. Checking in with each team member to measure their growth and improvement will reflect if the leader is fulfilling their purpose.
3 - Measure the overall workplace attitude
How do employees feel while working for this leader? It’s easy for those with authority roles to come to work with smiles on their faces, since they often see more responsibilities and make more money. But if you’re not looking at workplace attitudes through a broad enough lens, you could be missing some disheartened workers, struggling with lack of leadership and encouragement. The overall attitude of the workplace is a key barometer for knowing how efficient your leaders are.
4 - Look at profits and measure metrics
It’s not all about the money, but numbers do matter! Measuring numerical metrics provides a concrete reflection of what the leader has helped the business achieve. Is this person hitting and surpassing financial goals? Do they meet marketing needs? Achieving predetermined financial goals is a clear and quantifiable sign of an effective leader.
5 - Do they provide enough support?
The purpose of a leader is to offer employee support. This person should want to see their team members hit goals, feel great about themselves, and constantly strive for their best. To do this, a leader should provide support and guidance. When a leader offers enough support, it will be evident in the confidence and performance of the employees.
6 - Look for role model traits
A leader acts as a role model for others in the organization. Leading by example gives employees someone to look up to. One day those employees may desire to become a leader in the business themselves. Therefore, the leader must be setting a good standard. Measuring their role model traits and abilities will help you acknowledge whether or not they are effective leaders. If they lack these traits, then it will indicate that they may not be as effective as they can be.
7 - Delegates responsibility
Being a leader, you need to be able to assess people’s strengths and delegate responsibility to the right people. A good and effective leader will not only delegate responsibilities but will delegate them effectively. They will give tasks to those with the right skills to maximize the potential of the business. If they delegate tasks to the wrong people, it can delay or hinder the progression of the business. Not a good sign of an effective leader. Good leaders will ensure that staff has the right skills for the tasks while also training others to up their skills. Delegating effectively while training workers on new skills is one marker of an effective leader.
Overall, measuring leadership is not a one-size-fits all model. Put some different approaches together to measure, and hopefully you’ll see a leader who is effective across the board, not just in metrics or personality traits.
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