Hooper Leadership Coaching
Accelerating Leaders

Hooper Leadership Coaching

Accelerating Leaders Through The Red Zone

What does your Leadership Dashboard show?

  • Are you overwhelmed?
  • Are you having difficulty focusing on what matters most?
  • Is your organization or team not aligned?
  • Do you desire to be more grounded?
  • Is there a conflict with your own values, vision, career and your organization’s needs?

This might be a good time to look at your Leadership Dashboard!

As I think about these questions, there have been specific seasons in my career when I was confused, frustrated and needed direction.

I learned in Boy Scouts how to read maps and use a compass. As a leader, we need to be able to clearly see our Leadership Dashboard.

What benefits would you receive if you had a one-page leadership dashboard?

The Benefits of looking at what your Leadership Dashboard shows include:

  • You will be grounded and focused on what matters most.
  • When this tool is used to foster accountability, the entire organization is aligned and accountable.
  • You can resolve issues of personal conflict with the organization’s values, vision, and priorities.
  • You will have a simple tool to know what the most important things are for success and satisfaction.

There are 10 areas of the Leadership Dashboard which can bring these benefits.

The first 3 deal with Vision, Mission, and Values. Here are 3 more of the 10 with a sampling of questions for you to consider to get started.

Area of Inquiry #4 — Edge

Goal: Clarify what your competitive advantage is in your career. Clarify what your organization’s competitive advantage is.

  • What are the top 3 talents that set you apart?
  • If you left your job, what is the one contribution they would miss the most?
  • What are the top three things your organization or area of responsibility does best and that set it apart?

Area of Inquiry #8 — Relationships

Goal: Gain awareness about the key relationships in your career.

  • List your personal relationships based on roles like peers, mentors, customers, managers, direct reports, etc.
  • Write down names in each role.
  • How do they help you succeed?
  • How can you help them succeed?
  • Make another list for your important organizational relationships.

Area of Inquiry #9 — Development

Goal: Develop a strategy for your own professional development and how your organization will develop future leaders.

Areas for Professional Development

  • What assignments and experience do I need?
  • What are my strengths that I can build on?
  • What knowledge and skills do I need to move forward?
  • What behaviors might be holding me back?

How our Organization will Develop Leaders

  • What do we do now to develop leaders and what is our metric of success?
  • What could we do to develop leaders and what is our new metric of success?

Possible ideas to consider

  • Assessment tools to identify likely high performers
  • Clear career development paths
  • Provide coaching for high potentials and high performers
  • Frequent informal performance reviews by letting the employee generate feedback
  • More flexible options to retain top talent

He who knows and knows that he knows, is a master. He who knows and does not know that he knows, needs a teacher. He who does not know that he does know, needs love. He who does not know and knows that he does not know, is lost. ~ Ancient Proverb

Is it time for you to consider the question of what does your Leadership Dashboard show?

Would you like a one-page document to act as your map and compass?

I am offering a complimentary session called “Leadership Dashboard” where you will consider all 10 areas.

It is like a leadership check-up and I know you will find it helpful.

Let me know if you would like to do this!