Developing as a leader is important business. You have to focus on the present and the future while taking care of people (including yourself) and systems. Doing that properly means continuously strengthening core competencies.
This is daunting and there’s no getting around it. However, there is a way to provide some structure. Whether you’re helping someone else develop as a leader, or developing as a leader yourself, getting a handle on the fact that there are simple areas of focus can bring clarity to the development process.
Below is the Leadership Scorecard. It organizes 20 core leadership competences into four categories. In doing so, it helps the developing leader see where she can focus. Is she spending enough time considering the future or is she too preoccupied with the now? Or is it the opposite? Is she doing a great job looking to the future, but only in terms of the organization as a whole and not when it comes to individual people?
The Leadership Scorecard is a great way to contain an otherwise unwieldy (and ongoing) process. 360 assessments are useful tools, but they are often cumbersome and require significant time investment from the subject’s associates. So much time, in fact, that people are often reluctant to ask them for the favor of completing the assessment once much less multiple times. This makes monitoring growth difficult. The Leadership Scorecard takes some of the sting out of that. It’s simple and unintimidating, but provides meaningful information. It can be used in a coaching or mentoring relationship, for a 360 assessment, or in ad hoc situations.
You can get Leadership Scorecards here.