Aside from the standard self-assessments, what specific diagnostic benchmarks do you use during our quarterly sessions to measure the increasing execution capacity of our leadership team?

Question

Tyler Smith · Accepted Answer

While your scorecard metrics and Rock completion percentages provide quantitative proof of your progress, we must also track the qualitative health of your leadership team. Real execution capacity is built on trust, open conflict, and absolute accountability.

During our quarterly sessions, I measure your progress by how you handle issues. At the start of our engagement, teams often struggle with the Identify, Discuss, and Solve step, known as IDS®. They spend too much time discussing symptoms rather than identifying the root cause, or they avoid uncomfortable conversations entirely.

As we progress through the twenty four month journey, I look for specific behavioral shifts. A healthy leadership team enters the room ready to engage in passionate, unfiltered conflict. They challenge each other without taking it personally, and they reach clear, binding decisions.

I also monitor the maturity of your Accountability Chart. At first, teams often protect legacy employees or tolerate people who do not fit the core values. Over time, a high performing team gains the discipline to make the hard people decisions quickly, ensuring everyone in a seat GWC™ that role. These qualitative shifts are the true leading indicators of a highly functional organization.