RESULTS

This is the “at the end of the day” factor. Did the team win the game? Did they make it to the final four? Did they get the product out–with quality, timeliness, and on budget? The best leaders find a way to get it done. There are many good leaders who do well, but don’t ever seem to get the win.

To judge a leader on this factor, just consider the key results objectives. What’s the purpose of the enterprise? Is the organization reaching the financial results they’ve set out to achieve? EBITDA? Is the enterprise truly growing?

Leaders at different levels in an organization will have different Results to be measured by, of course. For example, while the CEO must be measured by the overall performance of the organization, the VP of HR must be judged by risk management factors, talent acquisition, performance of people, and the corporate culture.  The Chief Marketing Officer must be judged by results having to do with brand awareness, the sales channel, marketing communications, and the like.

Examples of Results Factors

Revenue growth. Profitability. Market share. Number of new products introduced. Acquisition of top talent. Retention of high-potentials. Engagement scores. Customer satisfaction, loyalty and engagement.

Implications for Leadership Development

The value of any model or framework should be judged by it’s practical utility. How does the model add value to decision making? What do I “get” by using the model? How does it help me solve a problem?

The LASER Framework’s value comes from enhancing the ability of leaders to select the right factors when considering their development. Within each of the five factors, leaders can pick one or two sub-factors to home in on for development.

After selecting the key developmental opportunities, leaders can begin to understand their underlying beliefs and motivations (Leader) and why they keep doing the things they do (Action), the reasons why they fail in some situations and succeed in others (Situation), how they are positively or negatively impacting people (Engagement) despite their positive intent, and why they might not ever become extraordinary leaders and make a difference, if they don’t find a way to achieve the results that truly matter (Results).