When leaders set out to improve their company results, they’re most successful when they start by choosing and measuring metrics for their own leadership self-development.
By understanding how behaviors influence a team’s efforts and drive overall company culture, they can make meaningful choices about their actions and words with impactful results. When the team sees the leader serve clients, contribute to projects or mentor other team members, they show up with their best selves, too.
Here are five considerations leaders can evaluate when determining the right self-development metrics for themselves. They’re based on thoughtful assessments of where you can improve your awareness and self-management.
What are your habits when you’re busy?
If your days are overfilled with activity, do you take time to be introspective and evaluate how you’re feeling mentally and physiologically? Naming your emotions and being aware of your physical state gives you control to take actions that align with your desired outcomes.
Where are your blind spots?
Look for patterns in the feedback that others give you and when you know something is off kilter, be proactive and ask for feedback from trusted sources to get to the root of what you are experiencing. Once you know your blind spots, work with a coach to help you develop healthy practices to replace self-limiting beliefs with self-empowering beliefs.
Are you available?
If someone were to ask your team members how responsive you are, what would they say? When your team feels like they can reach you in a reasonable amount of time when they need your help to get their job done, they feel valued.
Are you reliable?
With many competing priorities on everyone’s agendas, if you promise to deliver something and fail to do so, the whole system can fall apart. Regardless of how big or small your promises are, keeping them demonstrates to everyone else you expect them to keep their promises too. This feeds your company’s values and culture.
Conduct a 360-degree review
Finding out how others view your social, emotional, and technical competencies compared to how you view yourself gives you insights into where you can grow in your leadership.
Choose Your Metric: When leaders start with their own performance when looking for ways to improve the company performance, they multiply their impact. Whether you determine you need to improve your metrics around communication, self-awareness, building trust, or something else, you can easily start by choosing one meaningful metric. It will cascade to improve a host of other metrics and transform your company. Click here to set up a consultation now to learn how to choose your metric.
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