Performance KPIs to Used to Track Leadership

Leadership Balanced Scorecard KPI - Balanced Scorecard metrics template example Key performance Indicators are the key factors which help in assessing the present situation and performance of the business and aid in prescribing a probable future course of action.

KPIs are specific, measurable and in accordance to the time frame and depend upon the nature and business strategy of the organization.KPIs in Leadership can be classified into 4 categories-People Initiatives, Collaboration Initiatives, Broad Organizational Initiatives and Professional Success Indicators.

People Initiatives describe the measures which a leader-manager takes to enhance employee engagement. It includes factors like Reduced Turnover, Improved Safety, Succession Planning and Employee Effectiveness.

Collaboration Initiatives include KPIs like Collaboration with shareholders, Information Sharing, Problem Solving Time and Consensus Building Exercises. It indicates the factors which describe the initiatives taken by the leader for improving collaboration and flow of information in the organization.

Broad Organizational Initiatives take into consideration KPIs like Goal Achievement, Key Processes, Change Management and Evaluation and Assessment. These factors help define the future direction of the organization.

Professional Success Indicators comprise of KPIs like Qualification level, Experience Level, Successful Projects Undertaken and Industry Contacts of a leader-manager.

They indicate the power, influence and knowledge of the leader.

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How to align these KPIs with a strategy of our organization?

Ideally, you need to have a strategy (in a form of a strategy map) before you start thinking about the ways to measure its execution (KPIs). Don't have a strategy map yet? Use free Strategy Map Wizard to create a strategy map for your current business challenges. The wizard will:

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One of the factors that affects 'utilization of employees potential at any organization' is the kind of leadership provided to them. This is to say that besides recruiting efficient and capable people, the 'guiding force' provided to them also has to be equally competent.

This is to say that only when an able direction provider is chosen that one can hope for the organization to successfully achieve its aims.

This leader serves as the guide to make sure that everything within the team goes well and up to the mark.

However, defining leadership is a tough task owing to the different meanings it holds in different organizations. One can perform this job efficiently by structuring some KPIs (Key Performance Indicators) for the process. One can assign numbers to these and look forward to keep a track for moving in the 'prescribed manner'.

Such guidance helps in putting human resources to best use and draw maximum returns from it as it promotes better group communication and information exchange among team members.

To count the efforts, one can use a balanced scorecard for this purpose. Indicators can be put under categories found to be important and consult those on regular basis.

More useful information for HR Estimation

Leadership Estimation Balanced Scorecard Screenshots

The Balanced Scorecard (BSC) dashboard indicates performance within each perspective and the total performance of .

This is the actual scorecard with Leadership Measures and performance indicators.

Metrics for HR Estimation

This is the actual scorecard with Leadership Measures and performance indicators. The performance indicators include: leadership, people initiative, reduced employee turnover, improved safety, succession planning, coaching and development, collaboration initiatives, collaboration with stakeholders, information sharing, problem solving time, consensus building, broad organizational initiatives, goal achievement, key processes, change management, evaluation and assessment, professional success indicators, projects undertaken, work experience, industry contacts, qualifications, increase in project value .

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