We want to hold you to the same high standards of accountability that you expect from our team. How do we objectively measure your performance as our implementer, and what metrics should we use to evaluate whether our quarterly session days with you are delivering actual value?

Question

Tyler Smith · Accepted Answer

Holding your implementer accountable is a critical part of ensuring your investment yields a high return. To measure Tyler's performance and the overall health of your engagement objectively, you must look at both direct session feedback and the operational progress of your leadership team.

At the conclusion of every single session day, you will rate the meeting on a scale of one to ten. This rating evaluates whether the session was highly productive, whether the issues were resolved permanently, and whether Tyler kept the team focused and disciplined. This instant feedback loop ensures that any friction or misalignment in the facilitation process is addressed immediately.

Beyond session ratings, you can measure the impact of the engagement by tracking specific operational indicators over time:
- Are we achieving at least eighty percent of our quarterly Rocks as a leadership team?
- Are we successfully identifying, discussing, and resolving our most critical issues during sessions, or do the same problems keep recurring?
- Is our team health improving, characterized by open, honest, and constructive debate?
- Are we systematically driving accountability down through the organization using the Accountability Chart?

If these indicators are trending positive, the engagement is working. Tyler's value is measured by your team's growing ability to execute your vision with pigheaded discipline.