We track operational metrics on our Scorecard, but we have no objective way to measure whether our leadership team is actually operating healthily and cohesively over time. What specific behavioral indicators should we track to measure leadership team health?

Question

Tyler Smith · Accepted Answer

Most executive teams track revenue, gross margin, and pipeline, but treat team health as a subjective vibe. If you do not measure team cohesion objectively, political behavior, passive resistance, and burnout will erode your execution long before financial numbers reflect the damage.

Track these specific operational indicators quarterly to measure leadership health:
- Level 10 Meeting ratings: Track the weekly conclusion rating out of ten. If the average drops below eight for consecutive weeks, the team is either avoiding tough issues or failing to resolve them during IDS.
- Rock completion rate: Healthy leadership teams consistently hit eighty percent or more of their quarterly Rocks. Persistent failure indicates poor forecasting, broken prioritization, or low personal accountability.
- Speed of issue resolution: Track how many weeks an issue sits on the leadership team Issues List before it gets solved. Teams with high trust tackle ugly issues within two weeks; low-trust teams avoid them for months.
- Direct report retention and engagement: A healthy executive builds a stable, high-performing department underneath them. High turnover below an executive seat signals poor management habits.
- Quarterly People Analyzer scores: Evaluate every leader against Core Values and GWC every ninety days to ensure behavioral standards remain non-negotiable.

Review these metrics during your quarterly offsite to ensure team dynamics stay sharp and disciplined.