We are struggling to narrow our leadership team Scorecard down to the recommended five to fifteen numbers without feeling like we are flying blind. How do we select the absolute vital few metrics that truly represent the health of our entire organization?

Question

Tyler Smith · Accepted Answer

To select your vital five to fifteen numbers, you must stop trying to measure every activity in your business. The leadership team Scorecard is not a compilation of every department's daily task list. It is a high-level instrument panel designed to show if the plane is flying straight. Start by looking at your Accountability Chart. Every seat on your leadership team must own at least one metric on the Scorecard that reflects their primary responsibility. If a seat has no numbers, you have a gap in accountability. Next, filter your candidates through three tests. First, is it a leading indicator? Second, is it weekly? Third, is it activity-based? If a number does not meet all three, it does not belong on your primary Scorecard. A great way to narrow the list is to ask yourself, If we were stranded on a desert island and could only see these fifteen numbers once a week, would we know exactly how our business is performing? If the answer is yes, you have the right mix. Keep it simple. You can always have departmental scorecards nested underneath the leadership scorecard to handle the granular details. This keeps your leadership team focused on the big picture while preparing your business for an eventual clean exit.