What truly defines leadership success? It’s a question that challenges even the most seasoned professionals. While profitability and market share often dominate discussions, industry experts suggest that the true measure of effective leadership goes far deeper. From fostering employee engagement through candid feedback to tracking individual growth and development, these perspectives shed light on what it takes to lead with lasting impact. In this expert roundup, 19 thought leaders share their unique insights into leadership success, offering a fresh perspective that goes beyond the numbers.
- Measure Employee Engagement with Anonymous Surveys
- Track Team Growth and Development
- Monitor Cross-Department Collaboration
- Evaluate Proactivity Ratio
- Assess Active Listening Skills
- Track Employee Engagement and Satisfaction
- Gauge Innovation Impact Index
- Measure Team Enablement Score
- Track Leadership Coaching Participation
- Evaluate Team Engagement and Innovation
- Monitor Team Vitality Index
- Track Team Retention and Development
- Measure Trust Among Team Members
- Evaluate Client Feedback
- Track Internal Mobility Rate
- Assess Employee Net Promoter Score
- Observe Team Camaraderie
- Monitor Employee Engagement and Retention
- Evaluate Employee Growth and Development
Measure Employee Engagement with Anonymous Surveys
It’s important to have employee engagement aside from the usual KPIs. Regular anonymous surveys help measure team satisfaction and alignment with company goals.
During the period of the company’s rapid growth, our engagement score dropped, signaling that communication needed improvement. We addressed this by having regular check-ins and transparent updates from leadership.
After six months, the engagement score improved by 30%, and productivity followed. When leadership builds trust and clarity, the entire organization benefits. Success is about creating an environment where people feel heard and empowered to excel.
V. Frank Sondors
Founder, Salesforge AI
Track Team Growth and Development
When it comes to measuring leadership success, traditional metrics like revenue or turnover only scratch the surface. They’re important, but they don’t capture what truly defines great leadership: building high-performing teams that create more leaders. For me, the most meaningful indicator of leadership success is the growth and development of the team—how many individuals are stepping into their potential, taking ownership, and, eventually, becoming leaders themselves.
Great leadership isn’t about authority or titles. It’s about influence and creating an environment where people feel empowered to lead. One way to measure this is by looking at how team members evolve over time. Are they gaining new skills? Are they taking on greater responsibilities? Are they stepping into roles where they can drive impact? Success, for me, is seeing my team members grow into leaders who can outpace even my own contributions.
This approach aligns with the frameworks I teach. John Maxwell’s Five Levels of Leadership emphasizes that the pinnacle of leadership is not about personal achievements but about creating a legacy through others. Similarly, fostering psychological safety—a foundational element of high-performing teams—is essential. When people feel safe to contribute ideas, make mistakes, and take risks, they grow. And when they grow, the entire organization thrives.
In my experience, the ripple effects of focusing on team development are remarkable. I worked with one client who shifted their mindset from being a directive leader to becoming a coach. Within months, their team began making faster decisions, stepping into leadership roles, and showing greater ownership. The organization didn’t just hit its business targets—it built a culture of innovation and resilience.
The true measure of leadership success isn’t found on a balance sheet. It’s found in the growth of those you lead. If you’re building leaders, you’re building something that will outlast you—and that’s the kind of success and impact that matters most.
Fahd Alhattab
Founder & Leadership Development Speaker, Unicorn Labs
Monitor Cross-Department Collaboration
One powerful indicator of effective leadership is what I call the “cross-pollination rate.” This measures how often team members step outside their official roles to collaborate and solve problems in other areas. For instance, when a marketing analyst helps operations streamline a process, or sales representatives share ideas to improve a product, it’s a sign of a thriving culture. These actions show that leaders have fostered an environment where people feel empowered to contribute beyond their job descriptions.
Pay attention to how ideas flow within your organization. In companies that struggle, solutions often trickle down from the top, like water following a rigid path. But in organizations with strong leadership, ideas emerge from every level, creating a dynamic exchange—from junior employees to senior executives. This upward and downward flow of ideas is a clear sign of trust and collaboration.
Small moments can reveal big truths: Does a junior employee feel comfortable challenging a senior leader’s assumption? Do people from different departments casually meet to discuss challenges over lunch? These everyday interactions often say more about leadership success than any report or spreadsheet. They indicate whether your workplace culture encourages excellence and growth.
The takeaway? Keep an eye on these informal dynamics. Are people across all levels contributing ideas? Do teams naturally collaborate across departments? These subtle but powerful signals can often predict long-term success better than traditional metrics because they highlight whether your leadership has built a foundation for sustainable growth.
Justin Abrams
Founder & CEO, Aryo Consulting Group
Evaluate Proactivity Ratio
One way we measure the success of our leadership team, beyond traditional metrics, is by tracking our ability to anticipate challenges and act proactively. We call this our “proactivity ratio.” Instead of just responding to issues, we evaluate how often we foresee potential roadblocks and address them before they escalate.
We track this during regular retrospectives and 1:1 check-ins, where we reflect on recent decisions and identify situations we anticipated early. If we consistently stay ahead of challenges, it signals strong foresight and strategic thinking qualities we value highly in our leadership.
This approach helps us build a culture of accountability and continuous improvement. It shifts our focus from just fixing problems to preventing them, which ultimately reduces stress, saves time, and boosts team confidence. When we stay ahead of the curve, the whole organization benefits.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Assess Active Listening Skills
As an ICF-credentialed leadership coach, I measure the success of my clients’ performance by tracking progress markers that go beyond traditional business metrics. One key area I focus on is active listening, a critical skill for leaders navigating today’s fast-paced and complex environments. Many leaders find themselves formulating responses while others are speaking, pushing their own agenda, or interrupting—behaviors that hinder trust and connection. Active listening, on the other hand, fosters deeper understanding, alignment, and stronger team engagement.
To help leaders track their growth, I use a self-reporting metric where they rate their listening effectiveness after meetings or key conversations on a scale of 1-10 (1 = dominated the conversation, minimal listening; 10 = actively listened and engaged). In my experience, this approach helps leaders see tangible progress, keeps them engaged, and builds momentum for further growth. While self-reporting is just one piece of the process, it’s complemented by qualitative feedback from their teams and my own observations during coaching. Together, these methods provide a full picture of their development and ensure sustained behavior change.
I also encourage leaders to implement similar tracking practices with their teams. Many of my clients have adopted these tools to support their direct reports, who are often leaders themselves. This not only builds accountability but also creates a culture where growth and self-awareness are valued at every level. By tracking progress in meaningful ways, leaders inspire trust, drive collaboration, and achieve impactful, lasting results for their organizations.
Amber Waugaman
Executive Leadership Coach, External Coach & Consultant
Track Employee Engagement and Satisfaction
While traditional business metrics like revenue and growth are important, I believe the real measure of a leadership team’s success is the culture they create and how well they inspire others to perform at their best. One specific indicator I value is employee engagement and satisfaction—not just as a survey score but as something you can feel in the day-to-day interactions within the organization.
For example, we track the retention rates of high-performing employees and the feedback we get from team development initiatives. If people are choosing to stay, grow, and thrive in the environment we’ve created, that’s a strong sign the leadership team is doing something right.
Leadership isn’t just about hitting targets; it’s about creating a space where people feel empowered and supported to contribute to the company’s success. When you see teams coming together, solving problems, and building something meaningful, that’s when you know your leadership team is performing well.
John Watling
CEO Nutun Group, Nutun
Gauge Innovation Impact Index
Measuring our leadership team’s success goes beyond traditional metrics. We’ve developed what we call the “Innovation Impact Index” to gauge how well our leaders are driving meaningful change.
Here’s the thing about leadership in the public sector recruitment space—it’s not just about hitting revenue targets or user growth numbers. We’re dealing with a unique landscape where government agencies are often playing catch-up with the private sector in terms of talent acquisition strategies. Our leaders need to be catalysts for innovation that bridges this gap.
The Innovation Impact Index looks at several factors, but one specific metric we find particularly valuable is what we call the “Client Transformation Rate.” This measures the percentage of our government agency clients that have implemented significant changes to their recruitment strategies based on our team’s recommendations. We’re not just tracking if they’re using our platform, but if they’re evolving their entire approach to talent acquisition.
For example, last year we saw a 35% Client Transformation Rate, meaning over a third of our clients made substantial shifts in their recruitment strategies. This includes things like embracing social media for candidate outreach, implementing mobile-friendly application processes, and developing employer branding strategies—all areas where government agencies have traditionally lagged.
For other leaders looking to measure their team’s impact beyond traditional metrics, I’d recommend focusing on how your work is changing your clients’ or users’ behaviors. Are you just providing a service, or are you driving real transformation in your industry? That’s where the true measure of leadership impact lies.
Michael Hurwitz
President/Co-Founder, Careers in Government
Measure Team Enablement Score
A practical and straightforward approach with a single, clear metric that is easy to implement and directly ties leadership performance to outcomes is mentioned below:
Metric: “Team Enablement Score”
The Team Enablement Score (TES) measures how effectively the leadership team equips their teams with the tools, support, and clarity needed to achieve their goals. It focuses on three simple, measurable aspects:
- Clarity of Goals: Measure how many team members report understanding their goals and how they align with the organization’s vision (via quick surveys or pulse checks).
- Access to Resources: Evaluate if teams feel they have the necessary tools, training, and support to perform their work (tracked through periodic feedback surveys or support request resolution times).
- Empowerment: Assess whether team members feel empowered to make decisions within their roles, fostering ownership and accountability.
Example in Practice:
A leadership team rolls out a quarterly survey with three key questions:
- “Do you understand how your goals align with the company’s vision?”
- “Do you have access to the tools and resources needed to succeed?”
- “Do you feel empowered to make decisions in your role?”
Each response is rated on a scale of 1 to 5. The aggregate average forms the Team Enablement Score, with actionable insights derived from any low scores.
For instance:
- A low score on “resources” may prompt leadership to address gaps in technology or training.
- A low score on “empowerment” may lead to leadership coaching on delegation or communication.
The simplicity of TES makes it practical, actionable, and directly tied to leadership’s ability to support their teams effectively. This ensures a strong focus on enabling team success without overcomplicating the measurement process.
Balaji Dhamodharan
Global Data Science Leader
Track Leadership Coaching Participation
We measure the success of a leadership team’s performance through indicators that reflect the health and sustainability of their people and culture strategies.
One of our unique metrics is the percentage of leadership actively working with a coach. This reflects a commitment to personal growth, self-awareness, and effective leadership practices. We believe every leader should coach and be coached, mentor and be mentored. Life-long learners bring others along with them. Easily stated, “If you want to go fast, then go alone—if you want to go far, then go together.”
We also prioritize culture scores (from pulse surveys or assessments) and retention rates, particularly among high-potential employees, as indicators of engagement, satisfaction, and alignment with organizational values. These metrics go beyond traditional financial outcomes, emphasizing the human factors that drive sustainable success.
Success in business is very important—and self-development is a multiplier for that success.
Melanie Booher
Engagement & Experience Officer, Talent Magnet Institute
Evaluate Team Engagement and Innovation
Beyond traditional business metrics, I measure the success of my leadership teams using a combination of team engagement and collaborative innovation. One of the key indicators I focus on is how actively they contribute to the team’s culture of creativity and problem-solving. In my businesses, it’s not just about hitting revenue targets or client acquisition numbers—it’s also about how effectively the leadership team builds collaboration and drives innovation within the company.
For example, I look at how often leadership is coming up with new ideas or offering creative solutions during team meetings or strategy sessions. I also monitor how willing they are to support each other and share knowledge. If the leadership team is not only hitting their targets but also actively engaging the team in brainstorming, feedback, and ongoing development, it’s a strong sign that they’re building a healthy and forward-thinking work environment. This type of collaborative leadership encourages the team to be innovative and adaptive, which directly contributes to the company’s long-term growth and success.
In addition to that, I track employee satisfaction and feedback specifically related to leadership. If my leadership team is doing their job well, it should reflect in how connected and motivated the broader team feels. When leaders are approachable, communicative, and empowering, it naturally leads to higher morale and increased productivity.
Kristin Marquet
Founder & Creative Director, Marquet Media
Monitor Team Vitality Index
Success isn’t just about the numbers—it’s about the ENERGY you bring to the table! I’m obsessed with tracking what I call the “team vitality index”—basically, how pumped and aligned are my leaders? Are they showing up with that fire, that passion that makes magic happen? I look beyond traditional metrics and zero in on team dynamics: Are they communicating with radical transparency? Are they lifting each other up and turning challenges into growth opportunities?
For me, the real win is when I see leaders who aren’t just managing, but are true coaches who create an environment where every team member feels seen, heard, and empowered to crush their goals. It’s about creating a culture where potential isn’t just recognized—it’s unleashed! When my leaders are growing, learning, and connecting authentically, that’s when I know we’re not just doing business, we’re creating a movement. Leadership isn’t a title, it’s a mindset—and I’m here to help my teams embody that energy.
Allison Dunn
CEO, Head Business & Executive Coach, Deliberate Directions
Track Team Retention and Development
Beyond traditional business metrics, I measure my leadership team’s success by their ability to inspire growth—both in their teams and themselves. One key indicator I value is team retention and development. If leaders are fostering an environment where top talent stays, thrives, and evolves, it’s a clear sign of strong leadership. I look at how many team members are stepping into new roles, taking on greater responsibilities, and achieving their own professional milestones. Leadership success isn’t just about results; it’s about creating a culture that builds future leaders.
Eddie Shapiro
CEO, Nest Seekers International
Measure Trust Among Team Members
The most important metric that I share with my CEO clients is to measure the trust that they have among their team members. When you have trust, you are able to have tough conversations, share different perspectives and manage conflict productively. When you don’t, conversations can be superficial and the real issues don’t get addressed. There are plenty of tools and assessments that will measure this for a team and start the conversation so that any gaps in trust can be addressed in order to enhance collaboration, innovation, and growth within teams.
Carolina Caro
CEO, Conscious Leadership Partners
Evaluate Client Feedback
I believe the true measure of a leadership team’s performance lies in client feedback, both ongoing and post-project. We use “exit forms” (optional) and actively seek testimonials from our clients, which serve as a direct reflection of the team’s impact.
Interestingly, nowadays, success is not about the volume of feedback. Sometimes, no feedback at all signals seamless execution, while other times, detailed responses, positive or constructive, highlight opportunities for growth. This continuous dialogue with clients helps evaluate the team’s effectiveness.
Bhavik Sarkhedi
Founder & Creative Director, Ohh My Brand
Track Internal Mobility Rate
Building a team from scratch is not an easy job, especially in the initial days of your business. And a great team is a result of strong leadership. However, the success of a leader is defined by the team’s performance. As a leader, my success depends on my team members, and I assess my leadership’s success not just using traditional metrics but also by evaluating team members’ engagement and empowerment.
From my experience as a leader, the valuable metric that helps in assessing my leadership skills is the internal mobility rate. This rate is the percentage of professional roles filled by internal promotions and lateral moves. It’s this metric that helped me identify and promote pure talents in the company. I could mentor team members who foster culture and innovation within the organization. Over the last couple of years, the internal mobility rate in my company has been relatively high. This means the leadership team of my company is successfully mentoring team members and offering them the right opportunities to build new skills.
Recently, I found out that a structured mentoring program was deployed to upskill team members about emerging technologies. The results were a shocker. Nearly 60% of technical and leadership roles were filled internally. It was such a great sign of employees’ trust and satisfaction in the company; not just that, it was also an indicator of a successful leader.
Riken Shah
Founder & CEO, OSP Labs
Assess Employee Net Promoter Score
To measure success outside of standard business metrics of your leadership team, a focus must be put on employee engagement and satisfaction. One key metric in use is the Employee Net Promoter Score (NPS). This is calculated by taking the willingness of employees to recommend the organization as a great place to work and as an overall level of happiness and engagement of employees. This means leaders, through the assessment of eNPS, get team morale and know which improvement areas are needed.
Generally, a high eNPS shows a company has a loyal and engaged staff, which often results in better performance and reduced turnover rates. The measure captures the emotional bond staff have with the organization as well as giving feedback useful for the development of guiding leadership strategies and improvement in organizational culture.
Sheraz Ali
Founder & CEO, HARO Links Builder
Observe Team Camaraderie
Above and beyond metrics, the best measurement of a team’s success can be found in the camaraderie. If the team likes and respects one another, they are committed to their success individually but also as a group. The leadership team doesn’t have to be friends outside of the workplace but certainly an ease and comfort among group leaders is critical. Without the shared value and respect for one another you’re not working as a team. Sometimes those fractures are obvious and can be addressed, but a leadership environment without a culture of fellowship can also lead to dissatisfaction and resentment that could be bubbling up. Observe the nonverbal cues of your team. If they seem comfortable and at ease, you’re heading in the right direction to make sure your benchmarks can be met.
Sandra Veszi Einhorn
Founder, SVE Consulting
Monitor Employee Engagement and Retention
In today’s dynamic environment, where the workforce consists of 4 distinctly different generations, the true measure of a leader’s success—beyond the typical revenue and margin metrics—is employee engagement and retention. As you look across the organization, what is the average tenure of your team, both management and individual contributors? When you solicit your team for new ideas or ask them to participate in an employee engagement (NPS) survey, what is the turnout? And finally, how transparent is your team in bringing ideas and challenges to you rather than waiting for their exit interview to express their brilliance?
Ken Schmitt
CEO & Founder, TurningPoint Executive Search
Evaluate Employee Growth and Development
The basis of measurement for me as a consultant and a CEO is to have employee engagement and satisfaction: Regular surveys and feedback mechanisms can help gauge how engaged and satisfied employees feel under the leadership. High engagement often correlates with effective leadership.
Team Development and Growth: Assessing the growth and development of team members provides insight into how well leaders mentor and empower their teams. This can include tracking career progression, skill development, and internal promotions.
Cultural Impact: Evaluate how the leadership team influences company culture. This can be assessed through cultural assessments, diversity and inclusion metrics, and overall team morale.
Feedback from Stakeholders: Collecting 360-degree feedback from peers, subordinates, and other stakeholders can provide a comprehensive view of leadership effectiveness. This feedback can focus on communication, vision, collaboration, and decision-making.
Innovation and Creativity: Assess the team’s ability to foster an environment that encourages innovation. This can include measuring the number of new initiatives, the success of those initiatives, and the team’s openness to experimenting with new ideas.
Conflict Resolution and Collaboration: Evaluate how effectively the leadership team resolves conflicts and collaborates across departments. Strong leadership often manifests in a team’s ability to handle disagreements constructively and work cohesively.
Adaptability and Change Management: Measure how well the leadership team navigates change and uncertainty. This can include their responsiveness to market shifts, organizational changes, or crises, and their ability to lead teams through these transitions.
Vision and Alignment: Assess how well the leadership team communicates the organization’s vision and aligns the team towards achieving it. Clarity of purpose and direction is critical for a team’s effectiveness.
Community and Stakeholder Relationships: Evaluate the leadership team’s ability to build and maintain relationships with external stakeholders, including customers, partners, and the community. Positive relationships can indicate strong leadership.
Values and Ethics: Measure how well the leadership team embodies and promotes the organization’s values and ethical standards. This can include assessments of decision-making processes and adherence to ethical practices.
Kevin Smith
CEO, E Perspective