Experience as well as research now suggest a valid positive connection with leadership at all levels and profits. I believe that if an organizational culture believes in, or better yet, demands leadership at all levels, its metrics should reflect that aspiration. I propose the – Gross Leadership Product – the “GLP.”
The GLP should measure your organization’s capability, aspiration and execution of daily leadership behavior.
In my book “Leadership IS for Everyone” (read Marshall Goldsmith’s review of my book), I illustrate the four pillars of every leader’s “leadership launch platform.” The GLP is based on these four pillars:
Acquisition of Core Skills – Leaders as “Seekers” – The basic and essential core of any leader is first and foremost competence. How does your organization strive to shape every employee’s core so that they are able to hone their strengths and minimize their weaknesses to fully engage?
Accomplishing (finishing) initiatives – Leaders as “Experts” – Starting and finishing of mission driven work, is of course why you hire employees in the first place. How well do you enable your growing leaders to execute and finish initiatives? How well do you groom them to be the “go to” resources for others in your company?
Achieving Credibility – Leaders as “Enablers” – In today’s increasingly social world, credibility of your employees – both internally and with your customers will shape your brand. How do you help your leaders leverage your organization’s intrinsic strengths to help others succeed? Are your compensation systems geared to reward leaders who enable others?
Nurturing & Leveraging – Leaders as “Transformers” – Ultimately leadership behavior within a person should actually result in outcomes for others. Are your senior leaders focused on transforming those they lead to achieve their fullest potential? Are they involved in helping their employees attain peak performance and ultimately fulfillment in their work/life situations?
What is your organization’s GLP? Tell me what you think!