The Human KPI and Leadership KPI measure how well individuals or teams navigate some of the key polarities central to leadership. It quickly identifies where a person might benefit from harnessing more of a Both/And mindset and where they could be at risk for defaulting to Either/Or — especially under pressure. It goes beyond feedback on behaviors and competencies to the source: the mindsets, values, and motivations out of which those behaviors live.
At the center of each model are six of the key leadership polarities relevant to that domain. While it would be impossible to determine the six polarities most important to a specific leadership role, extensive research, testing with thousands of leaders in development programs, and lived experience all provide confidence that those identified in each of the KPI models are six of the most common tensions leaders must navigate in order to be successful.
To measure each set of polarities, it was necessary to determine what it looks like when an individual or team navigates the polarities well or not-so-well. Where might a leader be effective, or struggle, depending on how they are navigating each of the polarities?
The KPI uses a set of behavioral maps to outline behaviors someone with a preference for a pole might demonstrate that could elicit the benefits or result in overuse.
Results are displayed in a wheel, containing three rings, demonstrating how the six polarities at the center of the wheel drive different behaviors – and results. A single picture prompting a world of reflection.
The Outer RingThe Outer Ring summarizes three of the essential results that contribute to fulfillment and success.
The Middle RingThe Middle Ring contains six of the behaviors needed to deliver on the results of the outer ring.
The Inner RingThe Inner Ring contains the poles of six of the key polarities leaders need to navigate. They act like a mindset and contribute to or detract from a person’s ability to demonstrate the behaviors in the middle ring. The poles of each polarity share an identical color to easily identify the polarity pairs in the ring.
Self or 360
You can choose between using the KPI as a Self-Assessment, or a 360, which is inclusive of an entire Self-Assessment Report. The 360 also includes qualitative feedback.
Survey: We get input from the leader and their full circle of stakeholders if using the 360. Everyone receives a link to a 96-question survey, which takes most people about 15 minutes to complete.
Report: Survey results are organized to help the leader or leadership team quickly see their relationship to the six polarities and the resulting impact. The KPI gets past the superficial question of what a leader does “good” or “bad” and focuses on specific adjustments that can be made to embrace more of a Both/And perspective. The data is shown in three different views, giving you the big picture as well as the details. If using the 360, qualitative feedback is included as well.
Exploration: Coaches and leaders use the KPI to explore the polarities where the leader may be showing too strong of a preference for one pole or where they could be at risk for overusing a pole. Leaders have the opportunity to reflect on what leads to that – including how it may relate to the way they want to be known in the organization and what they’ve been rewarded for in the past. The KPI then serves as a platform for action and specific behavioral adjustments to get more of the benefits of one pole without losing those of the other.
Ready to use the KPI?
We’d welcome the opportunity to explore how the KPI can support::challenge your leadership journey.