Leadership Performance Indicators


Leaders who influence—
  • Use appropriate methods to reach goals while operating and improving.
  • Motivate subordinates to accomplish assigned tasks and missions.
  • Set the example by demonstrating enthusiasm for—and, if necessary, methods of—accomplishing assigned tasks.
  • Make themselves available to assist peers and subordinates.
  • Share information with subordinates.
  • Encourage subordinates and peers to express candid opinions.
  • Actively listen to feedback and act appropriately based on it.
  • Mediate peer conflicts and disagreements.
  • Tactfully confront and correct others when necessary.
  • Earn respect and obtain willing cooperation of peers, subordinates, and superiors.
  • Challenge others to match their example.
  • Take care of subordinates and their families, providing for their health, welfare, morale, and training.
  • Are persuasive in peer discussions and prudently rally peer pressure against peers when required.
  • Provide a team vision for the future.
  • Shape the organizational climate by setting, sustaining, and ensuring a values- based environment.


Leaders who communicate effectively—
  • Display good oral, written, and listening skills.
  • Persuade others.
  • Express thoughts and ideas clearly to individuals and groups.
Oral Communication. Leaders who effectively communicate orally—
  • Speak clearly and concisely.
  • Speak enthusiastically and maintain listeners’ interest and involvement.
  • Make appropriate eye contact when speaking.
  • Use gestures that are appropriate but not distracting.
  • Convey ideas, feelings, sincerity, and conviction.
  • Express well-thought-out and well-organized ideas.
  • Use grammatically and doctrinally correct terms and phrases.
  • Use appropriate visual aids.
  • Act to determine, recognize and resolve misunderstandings.
  • Listen and watch attentively; make appropriate notes; convey the essence of what was said or done to others.
  • React appropriately to verbal and nonverbal feedback.
  • Keep conversations on track.
Written Communication. Leaders who effectively communicate in writing—
  • Are understood in a single rapid reading by the intended audience.
  • Use correct grammar, spelling, and punctuation.
  • Have legible handwriting.
  • Put the “bottom line up front.”
  • Use the active voice.
  • Use an appropriate format, a clear organization, and a reasonably simple style.
  • Use only essential acronyms and spell out those used.
  • Stay on topic.
  • Correctly use facts and data.

Decision Making

Leaders who make effective, timely decisions—
  • Employ sound judgment and logical reasoning.
  • Gather and analyze relevant information about changing situations to recognize and define emerging problems.
  • Make logical assumptions in the absence of facts.
  • Uncover critical issues to use as a guide in both making decisions and taking advantage of opportunities.
  • Keep informed about developments and policy changes inside and outside the organization.
  • Recognize and generate innovative solutions.
  • Develop alternative courses of action and choose the best course of action based on analysis of their relative costs and benefits.
  • Anticipate needs for action.
  • Relate and compare information from different sources to identify possible cause- and-effect relationships.
  • Consider the impact and implications of decisions on others and on situations.
  • Involve others in decisions and keep them informed of consequences that affect them.
  • Take charge when in charge.
  • Define intent.
  • Consider contingencies and their consequences.
  • Remain decisive after discovering a mistake.
  • Act in the absence of guidance.
  • Improvise within commander’s intent; handle a fluid environment.


Leaders who effectively motivate—
  • Inspire, encourage, and guide others toward mission accomplishment.
  • Don’t show discouragement when facing setbacks.
  • Attempt to satisfy subordinates’ needs.
  • Give subordinates the reason for tasks.
  • Provide accurate, timely, and (where appropriate) positive feedback.
  • Actively listen for feedback from subordinates.
  • Use feedback to modify duties, tasks, requirements, and goals when appropriate.
  • Recognize individual and team accomplishments and reward them appropriately.
  • Recognize poor performance and address it appropriately.
  • Justly apply disciplinary measures.
  • Keep subordinates informed.
  • Clearly articulate expectations.
  • Consider duty positions, capabilities, and developmental needs when assigning tasks.
  • Provide early warning to subordinate leaders of tasks they will be responsible for.
  • Define requirements by issuing clear and concise orders or guidance.
  • Allocate as much time as possible for task completion.
  • Accept responsibility for organizational performance. Credit subordinates for good performance. Take responsibility for and correct poor performance.

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