Measuring leadership development is a nuanced process, requiring approaches that consider both the observable and the less tangible aspects of leadership. At FidesOak®, our experts - Paula Paterson, Solutions Director; Katy Eckert-Turnbull, Coaching and Behaviours Specialist; and Ian Noble, Training Manager - bring a wealth of experience to this question. Their perspectives highlight the importance of using a combination of feedback, behavioural assessments, and cultural indicators to understand the true impact of leadership.
Ian Noble underscores the importance of qualitative measures, pointing out that leadership's core functions - motivating, inspiring, and empowering individuals - are best evaluated through personal feedback from those directly impacted. These aspects of leadership are inherently tied to feelings of psychological safety, a sense of value, pride, and purpose among team members.
Direct conversations, surveys, or interviews with employee scan reveal whether leaders foster environments of trust and openness where individuals feel safe to share ideas and take initiative. This approach is consistent with the principles of followership, which assess leadership success by the commitment and discretionary effort of those they lead.
Bill George, an advocate of authentic leadership, emphasises that leaders who inspire followers to connect with organisational goals are more likely to achieve lasting success (George, B.). By focusing on the human aspect of leadership, qualitative assessments uncover the depth of a leader’s impact that numbers alone cannot capture.
Paula Paterson highlights the value of 360-degree feedback in providing a multifaceted understanding of leadership effectiveness. This methodology collects input from peers, subordinates, and superiors, creating a well-rounded view of a leader's behaviours and their perceived impact.
This approach not only highlights strengths and areas for improvement but also fosters self-awareness, a critical trait for leadership development. The Centre for Creative Leadership found that 360-degree feedback significantly enhances leaders’ ability to understand their influence and adapt their approach for greater effectiveness (Centre for Creative Leadership).
By integrating this feedback into development plans, organisations can help leaders evolve in ways that are meaningful and directly aligned with the needs of their teams.
Katy Eckert-Turnbull emphasises the importance of objective measurement through behavioural frameworks, such as the FidesOak® Habit Framework. This tool identifies specific behaviours linked to successful leadership, such as emotional intelligence, effective communication, goalsetting, and change management.
Research shows that behaviour-based assessments offer a clear benchmark for evaluating leadership capabilities and provide actionable insights for development (Harvard Business Review). These frameworks translate leadership traits into measurable actions, making it easier to track progress over time.
By combining scientific assessment with practical application, behavioural frameworks ensure that leadership development efforts are both structured and impactful.
Leadership impact is often reflected in organisational outcomes that, while not direct measures of leadership itself, provide valuable context. Paula Paterson points to proxy measures such as attrition rates, absenteeism, attendance, and employee engagement as indirect indicators of leadership success.
High employee turnover or frequent absenteeism can signal dissatisfaction or a lack of psychological safety, which may stem from ineffective leadership. Conversely, positive trends in these areas often correlate with strong leadership that nurtures a healthy organisational culture.
Studies by Amy Edmondson on psychological safety show that environments where employees feel free to speak up, share ideas, and collaborate without fear of retribution are directly influenced by leadership behaviours (Edmondson, A., The Fearless Organization). Leaders who prioritise these aspects create cultures that thrive, as evidenced by increased productivity and innovation.
The tangible outcomes of effective leadership are often seen in the delivery of organisational goals and the development of team members. Leaders who clearly communicate objectives and support their teams in achieving them not only drive results but also build trust and credibility.
Additionally, the impact on direct reports is a significant measure of leadership success. Leaders who invest in the personal and professional growth of their teams create a ripple effect of high performance across the organisation. Daniel Goleman, in his work on emotional intelligence, highlights the critical role leaders play in creating environments where employees feel supported and empowered to reach their potential (Goleman, D., Emotional Intelligence).
By evaluating both individual and team performance, organisations can directly link leadership development efforts to measurable success.
Measuring leadership development requires a thoughtful and balanced approach that combines qualitative insights, objective assessments, and organisational outcomes. At FidesOak®, we believe that true leadership measurement goes beyond numbers to capture the human essence of leadership - how it motivates, inspires, and drives teams to succeed.
Whether it’s through 360-degree feedback, behavioural frameworks, or understanding the indirect indicators of leadership impact, our tailored solutions empower leaders to grow and succeed in ways that align with organisational goals.
If you are interested in exploring how we can support your organisation in fostering leadership excellence, we invite you to connect with us. Together, we can build leadership capabilities that drive meaningful, sustainable success.
