How do you measure and evaluate the effectiveness of your leadership style and actions?

The question that has been raised a lot is how to merge all these leadership styles into 1 cohesive team. Different styles can impact teamwork negatively or positively. People need to have a growth mindset working with each other.

Start by considering the feedback from your team and peers. It's a goldmine for understanding how your leadership impacts others. Regularly hold open and honest one-on-ones where your team can share their thoughts without fear of repercussions. Engage in 360-degree feedback sessions to get a holistic view of your leadership. Reflect on your own actions by keeping a leadership journal—documenting what worked, what didn’t, and why. Finally, measure team performance metrics—like engagement, productivity, and morale—to see if your leadership style is fostering a positive and effective work environment.

Thanks to LinkedIn for bringing up this point in the first place. When was the last time you thought about your leadership style? I guess never! Identifying your leadership has many benefits. The top 3 are: 1. It tells you the kind of person you are at your store (positive and negative). 2. It helps you find your strengths and weaknesses in store management. 3. It helps you predict the outcome of your actions in a retail setting. Let this post encourage all retail store leaders to sit back and ask themselves, 'What is my style?'.

These SMART goals are not only for you to set for yourself, but also with your team. The ability of the team to reach these goals will be a direct reflection of your leadership. This will show you where you are excelling as a manager, and also where your opportunities are.

I live and die by a strong set of SMART goals, however, in all of my previous leadership roles, I never discount the uninvited yet always expected wrench widely known as Chaos Theory. If discussed openly and alternate strategies are adapted, pivotal planning becomes a proactive tool in the toolbox. Preparing for the proverbial wrench, when applicable, in our strategic goal-setting isn't negative or out of hand. 25 years of leadership experience has taught me that our teams become much more engaged, unafraid of the unexpected, confident in their collective abilities to overcome obstacles and ultimately raise their internal bar of excellence well before their results are formally discussed.

One way to measure and evaluate your leadership style is by embracing the power of feedback. Think of it as your compass. Regularly seek out input from your team, peers, and even mentors. Create a safe space where honesty thrives. You could set up anonymous surveys or informal check-ins. This feedback loop will help you understand your impact, reveal blind spots, and celebrate your wins. Combine this with reflecting on your personal growth—ask yourself if you're embodying the values and behaviors you aspire to. This blend of external and internal insights keeps your leadership grounded and effective.

I have found it helpful to keep it simple when soliciting feedback by having a couple of questions that I ask my team members regularly. How can I support you more effectively in your role? And what feedback do you have for me? Because my team knows these questions are coming almost every time we see each other, they are prepared to answer them, which gives me more insightful information over time.

Regularly gather insights from those around you. Instead of relying solely on top-down feedback, create a 360-degree feedback loop. Ask employees, peers, and even customers to share their honest thoughts about your leadership. This diverse input helps you see the full picture, revealing hidden strengths and areas for growth. Embrace both formal methods like surveys and informal chats. When you genuinely listen and adapt based on this feedback, you foster a culture of openness and continuous improvement, making everyone feel valued and heard. This approach enhances trust and collaboration, essential for effective leadership.

I constantly seek feedback from my team, valuing their perspectives to fine-tune my approach. I focus on creating an environment where they feel heard and supported. Additionally, I monitor customer feedback and satisfaction scores to gauge how well our service aligns with client expectations. I also dive into store performance data, analyzing sales, profitability, and employee retention. This holistic view helps me see the impact of my leadership and spot areas for growth. It's all about balancing empathy with data to lead effectively and make a real difference.

To truly gauge the impact of my leadership, I rely on three unique steps. First, I create a "Leadership Feedback Circle" where my team and I exchange honest feedback in a relaxed, non-formal setting. This helps uncover insights we might miss in formal reviews. Second, I implement "Shadow Days" where team members swap roles, experiencing each other’s challenges and strengths, fostering empathy and understanding. Finally, I use "Success Journals" where we document daily wins and lessons learned, tracking progress over time. This approach ensures continuous growth and alignment with our goals.

As mentioned above, quantitative metrics are essential to measuring your leadership style and team's success. However, one more dimension to consider is the progress of your team members. Their growth and development under your mentorship, alongside quantitative metrics, can be a signification factor in determining the overall success of your leadership. This measure can be more qualitative and trickier to measure, but when followed over time, it can bring valuable insight into your leadership effectiveness. Observing progress in this way can give you a better understanding of how your leadership approach impacts the careers and aspirations of those on your team.

I believe the true measure of my leadership lies in the growth and satisfaction of my team. When I see my team members achieving their goals, feeling valued, and developing their skills, I know I’m on the right path. One memorable instance was when a team member who initially struggled with customer interactions grew into one of our top performers after some tailored mentoring. Additionally, I regularly seek feedback, not just from my superiors, but from my peers and team members. This 360-degree approach provides a well-rounded view of my impact and areas for improvement.