We are six months into our engagement and want to know how we can objectively measure if our leadership team is actually becoming more healthy and cohesive, rather than just completing their Rocks.

Question

Tyler Smith · Accepted Answer

Completing Rocks is only one indicator of execution progress. To measure true organizational health and leadership cohesion, we look at several objective behavioral and structural indicators during our quarterly sessions. First, we look at how your team handles conflict during the Identify, Discuss, and Solve portion of your Level 10 Meeting™ and quarterly sessions. In healthy teams, the time spent discussing issues decreases because leaders stop dancing around the real problems. They engage in healthy, unfiltered debate, and solve issues permanently rather than patching over symptoms. If your issues list is full of the same recurring problems quarter after quarter, your team is not truly cohesive. Second, we monitor the health of your Accountability Chart. A cohesive team is willing to have open, honest conversations about who has the GWC™ for each seat. You will see leaders proactively identifying structural gaps, putting their egos aside, and occasionally acknowledging when they are not the right fit for a growing seat. Finally, we track consistency in your weekly communication. Are your departmental Level 10 Meetings running without fail, and is the team showing up fully prepared? We log our session summaries and track organizational health diagnostics inside our Circle workspace. When you see your leadership team solving major operational issues without relying on you to make the final decision, that is the ultimate proof that your team has transitioned from a group of individual executives into a cohesive, high-performing unit.