You need to develop your leadership team. What performance management tools will help you get there?

I would use a mainstay tool - Strategy Execution Management, coaching, and propose to offer to make Leadership Transformation as a KPI per se with some important KRA's for leaders to be assessed on handling strategy, operations and people at all levels within the organization. Can take communication, empathy and EI as key results to check if these qualities are used to impact creativity, problem solving and innovation.

Feedback travels downhill a LOT easier than it goes uphill, so a 360 is one of your best bets to get honest, performance-enhancing feedback to the leadership team. When leaders ask for a 360 it sends a clear signal to the org that they’re serious about growing and changing, which sets the right tone for growth to ripple out to all the levels below. Conversely, if leaders aren’t willing to take feedback or change, then you can’t expect anyone else to grow and change either. In terms of tools, there are a few, but the gold standard is the Leadership Circle Profile. It shows a leader’s blindspots, problematic tendencies and how they measure up to world class leaders, and gives the team a common vocabulary to understand each other better.

Strengths-Based Coaching: Harness the power of strengths-based coaching to unlock the full potential of your leadership team. By focusing on individual strengths and leveraging them effectively, you can foster personal growth and maximize team performance.

OKRs (Objectives and Key Results): Implement OKRs as a performance management tool to align your leadership team's objectives with the organization's overarching goals. This structured framework empowers teams to set ambitious yet achievable goals and measure progress effectively.

Definir metas SMART tem sido essencial para a minha equipe de liderança. Esse método garante que nossos objetivos sejam claros e atingíveis, dividindo metas maiores em tarefas menores e acionáveis. Com parâmetros específicos, mensuráveis, alcançáveis, relevantes e limitados no tempo, conseguimos focar nossos esforços, medir o progresso e ajustar estratégias quando necessário. As metas SMART nos oferecem um roteiro claro para o sucesso, tornando nossa gestão de desempenho muito mais eficaz.

SMART goals are indeed fundamental in crafting effective and manageable plans for your leadership team. As a Leadership Coach, I emphasize the importance of each component of the SMART framework to ensure goals are not only well-defined but also inspire action. Leaders should be involved in setting their own SMART goals to ensure alignment with their personal and professional aspirations. This involvement boosts commitment and accountability. Additionally, regular check-ins to assess progress towards these goals are crucial. These sessions help maintain momentum and adjust goals as necessary, ensuring the team remains agile and responsive to changing circumstances.

Peer-to-Peer Feedback Sessions: Foster a culture of continuous improvement by facilitating peer-to-peer feedback sessions within your leadership team. Encourage open and honest communication, allowing team members to learn from each other's perspectives and experiences.

KPI tracking is a crucial tool for objective assessment and guidance in leadership development. As a Leadership Coach, I stress the importance of carefully selecting KPIs that align with both individual leadership roles and the broader organizational goals. It’s essential that these indicators are not only measurable but also meaningful to the specific dynamics and challenges of the team. Regularly reviewing these KPIs allows leaders to monitor their progress, recognize achievements, and identify areas needing improvement. Additionally, integrating KPI reviews into routine management meetings can keep the leadership team focused and proactive in their strategic execution, ensuring continuous alignment with the organizational objectives.

is a strategic management model that aims to improve the performance of an organization by clearly defining objectives that are agreed to by both management and employees. This tool aligns leaders’ goals with the mission and vision of the organization and ensures that leaders are working on the most impactful areas that drive organizational success.

Coaching sessions are invaluable for nurturing adaptable and resilient leaders. As a Leadership Coach, I advocate for these personalized interactions as they provide a safe space for leaders to reflect, challenge themselves, and grow. It's important that these sessions are structured around the individual's specific needs and the strategic goals of the organization. By focusing on targeted development areas, coaching can effectively enhance decision-making skills, interpersonal dynamics, and leadership strategies. Regular coaching also helps leaders stay aligned with the evolving needs of the business, ensuring they are not only meeting but exceeding the expectations required for their roles.

Coaching sessions offer personalized support and guidance to leaders as they navigate their roles within a complex and dynamic system. A regenerative leadership approach to coaching focuses on fostering adaptive capacity, systems thinking, and ethical leadership practices. Through coaching, leaders can explore new perspectives, develop their skills, and cultivate the mindset necessary to lead regeneratively.

Both are vital in leadership development. Coaching often provides leaders with the tools, perspectives, and skills to achieve their personal and professional potential. Mentoring connects them with senior leaders who can share wisdom and experiences, offering guidance and fostering growth.

Regularly scheduled coaching sessions are highly critical to leadership development. My investment of time, money, resources, and effort in my leaders is critical to success. Well developed leaders bring you exponential success over linear growth. When you you have great leaders you can do so much more, more quickly than if you didn't. Regular, weekly coaching sessions are important. Meet at least once per week. It must be on your calendar and never missed. Keep the agenda simple. How's your work? How's your life? What can I help you with? I also recommend doing this in multiple formats. Over coffee, in the office, via ZOOM, at lunch, via dinner. This regular meeting will start to create massive impact.

Action Learning Sets: Implement action learning sets as a powerful tool for leadership development. These small-group learning sessions focus on real-life challenges faced by team members, providing a supportive environment for peer coaching, problem-solving, and skill enhancement.

Las evaluaciones de desempeño son un gran insumo, sin embargo la magia ocurre en las conversaciones de desarrollo. Un espacio extraordinario, donde se co-crean de manera sistemática los planes personales de desarrollo tipo SMART y donde el protagonista es el coequipero, y su líder, actúa como ese mentor cercano, que apoya el desarrollo y genera ese efecto exponencial para la organización.

Performance appraisals are essential for leadership development, serving as constructive sessions to evaluate, motivate, and guide leaders. These reviews should be fair and comprehensive, celebrating achievements and discussing improvement areas. They provide an opportunity for leaders to set new goals and align their personal growth with organizational strategies, boosting engagement and commitment.

Como analista de RH, vejo que as avaliações de desempenho são fundamentais para a minha equipe de liderança. Documentar e revisar o desempenho dos líderes ajuda a estabelecer expectativas claras, fornecer feedback construtivo e planejar o desenvolvimento futuro. Avaliações regulares garantem que eles estejam cumprindo suas responsabilidades e contribuindo efetivamente para o sucesso da organização. Além disso, são uma ótima oportunidade para celebrar conquistas, definir novas metas e discutir aspirações de carreira, mantendo a equipe motivada e focada.

While traditional performance appraisals may focus solely on individual achievements, a regenerative approach considers the collective impact of leadership actions on the well-being of the entire system. Performance appraisals within this framework assess leaders' contributions to sustainability, social responsibility, and community resilience, in addition to their individual performance metrics. By evaluating leadership effectiveness in relation to regenerative outcomes, organizations can reinforce values-aligned behaviors and encourage continuous improvement.

Development plans outline the steps and resources needed for leaders to achieve their goals and fulfill their potential within a regenerative context. These plans may include opportunities for skill-building, experiential learning, mentorship, and community engagement. By aligning development plans with the principles of regenerative leadership, organizations can invest in the growth and capacity-building of their leaders to drive positive systemic change.

Os Planos de Desenvolvimento Pessoal (PDPs) são mais do que simples documentos; são roteiros para o crescimento individual e liderança eficaz. Na minha experiência, a criação de um PDP não só clarifica objetivos, mas também traça um caminho palpável para alcançá-los. Para líderes, isso é indispensável. Estamos em um ambiente corporativo que se transforma a uma velocidade estonteante, e manter-se estático é sinônimo de regressão. Por meio dos PDPs, líderes se armam com uma visão clara de suas jornadas de desenvolvimento, adotando uma postura proativa no aprendizado e na aquisição de habilidades.

These tools help organizations identify and develop high-potential employees to fill key leadership positions. They ensure that the company has capable leaders ready to take over when current leaders leave or retire. This planning involves training programs, shadowing, and strategic stretch assignments that prepare potential leaders for their future roles.

Regular Check-Ins and One-on-Ones: Frequent discussions between leaders and their supervisors or between leaders and their team members are critical. These meetings help in addressing issues promptly, providing continuous feedback, and maintaining alignment with organisational goals. Each of these tools has its own strengths, and often, a combination of several tools will be most effective in developing a robust leadership team. It’s crucial to tailor the approach to the specific needs and culture of your organisation.

I like role-playing as a tool. Especially "switch places": If two people in your leadership team have an issue, ask them to argue it out in front of the rest from the other persons perspective. Fun and enlightening exercise!

Performance is not the first step in evaluating leadership, it is an add-on. Most mistakes when promoting leaders are made by promoting the high performers because it is a lazy shortcut for actual leadership evaluation. Yes, leaders need to foster great results because everyone wants to be on a winning team, but only after they want to be on That team, and want to be led by That person.

Hire well and provide resources to succeed. I’ve found that assembling a team of well qualified people and creating the space for them to contribute is essential. As leader, your responsibility is to put your people in the best place to apply their skills. Whether that’s information systems, tools, or financial resources, by demonstrating your commitment, you set the tone.

At its core, performance management is about helping individuals find the next level. It's about helping to identify where they are now and inspire them where they can go next. It's about continuous improvement, and relentless pursuit of excellence.. By providing the tools and support necessary for success, you empower your team to reach new heights and achieve their wildest dreams. Remember, the greatest leaders are not those who reach the summit alone, but those who lift others up along the way. Explore "Dare to Lead: Brave Work. Tough Conversations. Whole Hearts." by Brené Brown and Dive into "The Coaching Habit: " by Michael B. Stanier to master the art of coaching and empower your team to achieve greatness.