Leadership measurement?

A person's leadership can be measured by:

(1) People's attitude (in his/ her team/ organization) towards their work as well as their leader;
(2) His/ her subordinates' growth in terms of career promotion, performance improvement;
(3) The destination (goals) that his/ her team/ organization and people have achieved;
(4) His/ her team/ organization's performance;
(5) Feedbacks from his/ her colleagues and stakeholders.

8 WAYS TO MEASURE YOUR LEADERSHIP EFFECTIVENESS
Author: Tim Milburn from timmilburn.com

Leadership requires a balance between an awareness of one’s self and others. If a leader is too focused on self, he or she is labeled egocentric. But if all of the attention is placed on others, a leader can quickly become unhealthy and unaware of his or her own personal pitfalls. It’s a skill that considers the “me” and the “they” in an effort to create an “us” that’s moving in a specific direction, toward a certain goal.

Balance is something that takes hard work to capture and then more hard work to maintain. It requires constant correction. The trick is finding out what types of outcomes need correcting. While it’s difficult to measure things like intent and motive, we can measure behavior. I suggest that one of the ways we can do this is by beginning with the end in mind. Let’s identify certain outcomes, in this case, leadership outcomes that relate to effectiveness.

For this post, I want to focus on eight specific and measurable outcomes you can use to evaluate your leadership effectiveness. Effectiveness is measured by the leader’s ability to exhibit each behavior consistently over a period of time and within a variety of circumstances. These eight outcomes can be used as a measurement tool (reflect on past actions) or a mentoring tool (prepare for future actions).

I’ve divided the outcomes into two categories: self and others. The first four focus on self-leadership. The second four deal with our leadership and interactions with others.

Outcomes Toward Self

1. Positive view of self.

Do you talk to yourself in positive or negative ways?
Are you clearly aware of your strengths and weaknesses?
What is your confidence level like in the midst of success and failure?

2. Engaged in one’s position of influence.

Are you fully present in your responsibilities or is your mind elsewhere?
What is your vision for your position for the next year? Five years?
Are you excited to be where you are currently at?

3. Willingness to invest discretionary effort.

Do you love doing what you do despite pay or reward?
Do you only do what’s required or do you often give a little more?
Are you more focused on what’s expected or on excellence?

4. Ability to self-regulate.

Are you consistent in your character choices?
What is your strategy to stay organized and keep tasks prioritized?
In what ways are you disciplined and undisciplined?

Outcomes Toward Others

5. Connects with others.

What are the relationships like with those whom you lead?
Do you know the stories of those around you?
What are those around you passionate about?

6. Healthy relational skills.

Are you able to engage in open and honest conversations with those whom you lead?
Are you approachable?
How well are you able to read the emotions of those around you?

7. Openness to diversity.

Do the people you lead think and believe like you do?
Can you identify the unique contributions other people make?
Are you intentional about expanding your perspective and worldview?

8. Contributes to the lives of others.

Do you add value to the lives of those around you?
In what ways do you serve the needs of those whom you lead?
How many leaders have you developed through the process of leading others?

This one is fairly easy explained in "good to great" where Collins describes 10 attributes. The main one is to count how many successful leaders the main leader has raised from managers to leaders.
Because a company that wins is the one with the greatest players... Playing together of course. If you raise stars then they can play together, you have barcelona or manchester united kind of companies. Do we know the coach?

Điều này khá dễ dàng giải thích trong quyển sách "từ tốt đến vĩ đại" mà Collins mô tả 10 thuộc tính. Điểm chính là để đếm có bao nhiêu nhà lãnh đạo thành công các nhà lãnh đạo chính đã tăng lên từ các nhà quản lý để các nhà lãnh đạo.
Bởi vì một công ty thắng là một trong những với các cầu thủ vĩ đại nhất ... Chơi cùng nhau trong khóa học. Nếu bạn nâng cao các ngôi sao sau đó họ có thể chơi cùng nhau, bạn có barcelona hoặc manchester united của các công ty. Chúng ta biết ai là huấn luyện viên?