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Currently Managing Director at Google, she has built a career focused on cross-functional leadership, large-scale business growth, and executive alignment. The post Evaluating Leadership Potential: Beyond Performance Metrics appeared first on N2Growth.
Regardless of what industry or professional function you work in, you undoubtedly could rattle off a list of metrics or KPI’s by which your performance is measured, if asked. The Overwhelming World of Metrics and Measurement With all of this data, it is easy to over-index on crunching the numbers.
The Career Path to Becoming a Chief Commercial Officer The journey to this executive position typically involves a blend of formal education and extensive professional experience. Beyond financial metrics, assessing the leader’s contribution to organizational culture, strategic alignment, and team development is crucial.
By integrating measurable metrics with qualitative insights, these evaluations become a key driver of organizational transformationone that identifies pivotal leadership qualities, including agility, resilience, and adaptability.
Additionally, outlining growth opportunities within the organization, such as potential career advancement paths, training programs, and professional development resources, can make the position even more attractive to top talent. It is a powerful tool for attracting and retaining talent, perhaps one of the most impactful metrics.
Here’s what I need…” Laura then gave me a long list of metrics, correlations, and ROI calculations to do. If ROI is too much of a stretch calculate percent improvement in key metrics. . “Karin this is crap. There is no way this is a good summary of what you’ve done this year. I can’t do both.”
You’re Not Fooling Them You’re not fooling them when you say… customers come first, but metrics scream financials work-life balance [.] Related Stories Rejected Again: How to Handle Rejection 5 Ways to Unblock Leadership Energy How Stress is Hurting Your Career. Authenticity confidence Help People to Grow'
Robert Kaplan on learning to ask the right questions: “Fortunately, the key to managing and leading your organization and your career does not lie in ‘having all the answers.’ Source: Ideaflow: The Only Business Metric That Matters * * * Look for these ideas every Thursday on the Leading Blog.
If we should do THAT each time, the training and metrics must change. Don’t go along and destroy the vision or someone’s career to protect your own. Be THAT guy and your career will follow. Everyone wished they had the same latitude to help that guy. It became harder to talk about balanced scorecards. Every time.
From Counting to Quality: Help Your Busy Team Work Smarter Last week, we talked about meaningful metrics , focusing on the game, not the score, and identifying and isolating the daily habits most likely to lead to success. Focus on Quality Metrics matter. And “counting” metrics are certainly a start.
Home Go to QAspire.com Guest Posts Disclaimer Metrics: Are They Mapped With Your Business Objectives? You can measure almost anything in your business, but if those metrics don’t serve a real business objectives, they are just numbers with no real meaning. Identify metrics : What metrics can effectively help you meet your goals?
Most of them tell me that they spend most of their time looking at performance indicators - Summaries of key metrics - Spreadsheet data - Other dashboard tools. Monitoring performance metrics is a good thing. Yet sometimes internal systems present metrics that are easy for us to monitor but aren’t the right things for us to monitor.
4) The right metrics & measurements are set up – Each position needs objectives measure of success, from both a personal, team, and company-wide perspective. 5 ) The metrics are monitored and measured, relentlessly – All the cool metrics in the world can’t do a lick of good unless there’s a human digesting (and using) them.
” –Kimberly Kitchings, vice president of corporate and strategic planning program metrics for Cotton Inc. Get the Details: How Wharton Women in Business Build Careers via whartonmagazine.com. “I take copious notes on people I meet. Because we’re usually afraid to do ‘the ask.’”
It’s fun to watch once all the pieces are in place, and I’ve been fortunate to have been in that position during my career. MEASURE your successes smartly by creating metrics that are truly meaningful and actionable for every team member. Having such metrics is a critical element to employee satisfaction.
When I look back on my career at Verizon at the times my teams truly knocked it out the park–the times we increased results exponentially and led the Nation in results or had a major turnaround pulling a team out of the abyss, there is one common characteristic. Seems so basic and easy?
The Strategic Sort: Deciphering What Matters Most Picture this: Your boss slides over a scroll of 27 KPIs and you’re playing a corporate game of ‘Which Metric is Least Tragic?’. And curiosity about how to approach your work differently. Identifying the expendable can be surprisingly quick once you start that dialogue.
We focus on all of those other steps (the mantra, the metrics, the values, etc), and we’ll succeed. ” It’s always enlightening to read and hear the answers, because, after all, these folks have the benefit of hindsight to piece together all the relevant and important steps that led them to the top of the heap.
It improves metrics including productivity, employee satisfaction and ethical brand value. It makes organizations better places to work where people want to invest time and plan careers. . By Linda Fisher Thornton Every organization needs to pay attention to trust.
Many of the painters we now celebrate as creative geniuses devoted a significant portion of their careers to copywork. Caution: do not obsess over and single metric or forge to update your metrics as you grow. #7 7 Take the Risk Out of Risk-Taking. Find stretch opportunities that don’t impose a high cost to failure.
If you’re a new manager, eliminating these mistakes and building effective habits early will leverage your influence, build your career, reduce your frustration, and help you enjoy your work. These are practical ways you can build a strong foundation for your career. Favor Friends and Former Peers.
The dilemma is that we all need to collaborate more to create effective organizations and vibrant careers for ourselves. It's never an overnight process, but the long-term payoff is immense: to finally break out of the frenetic day-to-day routine and transform your life and your career. The key?
Is your team doing what you asked, but they’re focused on counting the metrics, and how busy they are as opposed to the quality metrics of how well they’re accomplishing those tasks? The reader was reading the section on meaningful metrics, and we talk about focusing on the game, not the score. What’s going on?
You did everything right – the right plan, the right values, the right metrics, the right strategy, the right tactics. I thought I could “fix” people multiple times in my career, and I failed every single time. You worked hard, and pushed hard. But just when you got to that last hurdle – SPLAT!
The Metrics Paradox Too many organizations obsess over measuring everything while missing what truly matters. The strongest cultures thrive when leaders focus on meaningful interactions rather than arbitrary metrics. Your team watches what you do far more closely than they listen to what you say.
Establish metrics and goals. There are two kinds of metrics – what I would call “end result”, or lagging metrics, i.e., percentage of female executives, managers, etc… and “activity”, or leading metrics. Tie executive variable pay to both end result (representation) and activity (2X2 grid) metrics.
” I used to hear this early in my career and feel pretty satisfied about it – after all, someone was praising me for getting the job done. And who doesn’t want to be praised? “Good Job!” Later on, I became a leader and discovered the real hazards of those two little words. A passion for greatness.
As virtual coaching continues to gain traction, more and more leaders are embracing this powerful tool to enhance their leadership abilities and accelerate their career trajectories. Before embarking on a virtual coaching program, defining what success looks like for the leader and the organization as a whole is crucial.
I took that child out in the workplace more than a few times in the course of my leadership career, and I’m glad I did. Or when I broke out in Barry Manilow’s “ Looks Like We Made It ” at a staff meeting after we hit an important metric milestone. And not just in my personal life.
I’ve experienced that plenty of times in my career, at one moment preaching about a “BHAG” – the Big, Hairy Audacious Goal – and just a few moments later drilling down and coming to terms on a missed quarterly target) .
Have you ever noticed it’s not necessarily the times in your career that you worked the longest or hardest that led to better recognition? ” “I know all of these metrics matter, but which matters the most? Help them become leader teachers. Differentiate Performance. Focus their efforts on what matters most.
Schedule monthly anonymous feedback, work with a coach to address blind spots, and set clear metrics for impact. Your next step goes beyond checking boxesit’s about evolving your perspective and approach. Partner with peer executives for honest accountability.
The Demand Metric 2013 Employee Engagement Survey concluded that organizations that have more than 50% employee engagement retain more than 80% of their customers. A clear business case for leaders to focus on building engaged teams across the business. There are a number of key activities to succeed in employee engagement.
Managers keep score of a range of business metrics: market share, revenue, profit margin, growth rate. But that same relentless brilliance that propels you in your career can take a toll on your teams, personal relationships, and even your health. In our personal lives, social media has us keeping score by likes and followers.
This is a guest post by Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level. Believing it’s the boss’s job to manage your career. Career management is your job, not his. Don’t leave your career management up to your boss. Great material.
The CPO works closely with the HR team to develop and implement programs that promote continuous learning, provide career advancement opportunities, and encourage innovation. This involves setting performance metrics, providing regular feedback and coaching, and conducting performance reviews.
How does the organization intend to encourage my professional development and career growth? What advice can you offer on ways I can move forward in my career? Is our organization tracking metrics to drive performance or to empower people? What key performance indicators should I be measuring in my position?
They must maintain transparent communication on career progression and potential succession strategies. It delves into the assessment of the individuals involved, the organization as a whole, and the long-term trajectory of success defined by key performance metrics. Inflexible plans are the hidden Achilles heel of many organizations.
What matters to the average worker includes career opportunity, meaningful work, a balanced life, a fair wage, and being treated with respect—not increasing output. As a leader or manager, you have to attend to the goals of your board or bosses and to the career aspirations of your workers.
Hearts Before Charts First-time leaders tend to focus exclusively on metrics and deliverables while overlooking team dynamics and individual motivations. This mindset stifles creativity, reduces psychological safety, and prevents the honest feedback needed for organizational growth and adaptation.
The further along you are in your career, the more likely you are to have carved out a lane for yourself and established a track record of success. Getting a new boss can be disruptive for anyone at any level but especially so for senior executives who have invested a lot of time, effort, and ego into their careers.
I spent the first decade of my career in HR. Disconnected Metrics. If the most important HR metrics are anything other than tangible business results, you’ll never be a serious strategic partner. .” An eye roll rapidly followed by, “Do we have to?” 4 Reasons HR Gets a Bad Rap. HR belongs at the table.
The short version of this definition is commonly known as “everybody on the same page” I’ve heard that line again and again during my career, but more often in the form of a lament. And, better still, I knew that if those metrics were optimized, profit would follow. The first, is a Total (Valued) Customer Number.
Never re-evaluating or challenging exisiting metrics and goals “since they’re not broken” 13. Indeed, these are short cuts on our leadership map, and early on in my career, I fell to temptation and tried just about all of them. Not double-checking the math (yes, even if it’s on a spreadsheet).
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