In the last update of the Arcqus Leadership Success Model™ series, we highlighted the importance of aligning expectations for team success. Let’s move on to the next step: capturing and confirming results. If aligning expectations sets the vision, defining and measuring success provides the roadmap for our journey. As John Doerr states in Measure What Matters, “as measured by” transforms objectives into clear metrics and actionable steps, establishing a solid foundation for accountability and alignment.
This part of the model is not about checking boxes; it’s about setting a shared understanding of success, reinforcing commitment, and applying data as a practical guide for staying on track. We’ll review three critical dimensions for tracking outcomes: Tracked (long-term data trends), Measured (quantitative data), and Observed (qualitative data). These elements ensure that metrics reflect meaningful impact and convert an expectation into a method for tracking progress.
The Power of “As Measured By” – A Shared Definition of Success
At its core, the phrase “as measured by” transforms what might be an ambiguous goal into a concrete definition of what it means to achieve our objective. When teams collectively decide on the metrics that will define success, they align on the “what” and the “how” of achievement. Doerr’s OKR (Objectives and Key Results) framework, which is used famously at companies like Intel, Google, and LinkedIn, illustrates how powerful this alignment can be. An objective becomes actionable when paired with key results clearly stating how success will be measured, making ambiguity a thing of the past.
When setting measurable outcomes, leaders must ensure that every team member understands how each result contributes to the overall mission. We are not simply assigning numbers; we are defining impact. For example, if our objective is to “enhance customer experience,” a measurable outcome might be “improve customer satisfaction scores by 15% as measured by post-interaction surveys.” This metric offers clarity and a concrete standard to achieve.
Action Steps for Leaders:
- Define the Objective: Start with a clear and inspiring goal. Ensure that it aligns with your organization’s vision and values. (see the post on Clarifying Expectations)
- Establish Key Results: Set 3-5 key results for your objective. Each key result should be specific, measurable, and have a numeric or clearly defined value statement.
- Communicate and Document: Write down your objectives and key results. Ensure each team member understands their role in achieving these results, fostering ownership and accountability.
Tracked, Measured, and Observed – Three Essential Lenses for Defining Success
Setting clear metrics for expectations is critical to creating alignment and a shared understanding of success. Defining how each expectation will be measured creates a foundation for accountability that keeps everyone focused on what matters.
Tracked (Long-Term Progress Over Time)
Tracked metrics monitor sustained progress, which is ideal for expectations requiring ongoing improvement, such as reducing employee turnover or expanding market share. Setting a tracked metric aligns the team on long-term growth and how it can be evaluated.
Example: Define tracked metrics that can be regularly reviewed, such as “reduce employee turnover by 15% over the next 12 months” or “achieve 5% annual market share growth.” Establishing specific targets, like “increase operating margin by 10% by 12/31/24,” transforms a broad expectation into a clear objective, eliminating ambiguity and potential misalignment.
Measured (Specific, Quantifiable Results)
Measured metrics create specific, quantifiable targets, focusing the team on short-term, actionable outcomes. These metrics replace vague goals with exact numbers so everyone knows the target they’re aiming for, whether it’s customer satisfaction or increased revenue.
Example: Define precise, time-bound targets like “improve customer satisfaction by 20% by year-end” or “reduce production time by 10 minutes per unit.” By removing ambiguity, measured metrics ensure clarity and shared focus.
Observed (Qualitative Outcomes, Captured Over Time)
Observed metrics capture qualitative expectations through feedback, customer stories, or team interactions. While challenging to quantify, these insights reveal progress on expectations related to team morale, customer engagement, or culture. When reviewed over time, observations clearly show how well qualitative goals are being met.
Example: Define qualitative expectations with structured methods like “increase positive customer feedback consistently” or “record quarterly improvements in team engagement.” Collect feedback regularly to gauge trends and keep the team aligned on evaluating these outcomes.
Establishing a Rhythm for Review – Building Accountability Through Check-ins
Setting clear metrics is only the start; maintaining momentum through regular check-ins is essential. Establish a weekly, monthly, or quarterly rhythm that keeps everyone aligned and accountable. Each team member should know that their contributions are valued and monitored.
Key Principles for Effective Check-ins:
- Celebrate Wins and Address Gaps: Begin each session by recognizing achievements and identifying areas that need improvement. Reinforce positive behaviors and highlight growth opportunities.
- Use Leading and Lagging Indicators: Leading indicators track actions that drive progress toward a goal while lagging indicators measure the results. For instance, a leading indicator in sales might be the number of new contacts made, while a lagging indicator is the number of sales closed. Including and reviewing both types gives a clear picture of current actions and long-term results.
- Promote Team Ownership: Let team members drive parts of the review, creating a sense of accountability and commitment to the goals.
In Measure What Matters, John Doerr emphasizes that tracking OKRs builds discipline and engagement. The “as measured by” framework is about making each team member’s contributions visible, valued, and aligned with shared objectives.
Conclusion: Capturing and Confirming Results in the Arcqus Leadership Success Model™
The Arcqus Leadership Success Model™ equips leaders to build alignment, accountability, and sustainable growth by setting clear expectations and defining how we will determine success. Here, we have outlined the importance of converting broad goals into specific, actionable metrics to ensure that every team member understands what success looks like.
Regular check-ins, using leading and lagging indicators, keep everyone focused and allow timely adjustments. These practices drive results while building a culture of accountability and shared ownership—critical elements of the leadership success model.
Capturing and confirming results is a critical step in this larger framework. It follows aligning expectations and prepares teams for ongoing coaching and accountability. Leaders who follow this approach create a team culture where success is clearly defined, pursued, and celebrated together.
If you are ready to get “on target” with your leadership team book a free consultation with our Founder and CEO Dusty Holcomb to learn how Arcqus Group can help you achieve lasting leadership success.
FAQs
The Arcqus Leadership Success Model™ includes four steps: 1) Set Clear Expectations, 2) Establish a System of Measurement, 3) Provide Coaching and Training, and 4) Create a Culture of Leadership Accountability. Each step builds alignment and accountability to drive sustainable leadership success.
By defining how success will be tracked with specific metrics, leaders create clarity around goals. This system of measurement ensures everyone knows what success looks like and drives measurable progress.
Regular reviews, whether weekly, monthly, or quarterly, are essential for maintaining alignment and accountability. The frequency depends on the objectives and allows teams to make timely adjustments as needed to achieve success.
By defining how success will be measured, leaders set specific, actionable metrics that guide team efforts. This clarity helps everyone understand what success looks like and drives consistent, measurable progress.
“Capturing and confirming” metrics means defining specific, measurable outcomes for each expectation and regularly reviewing them to ensure alignment and progress toward leadership goals.
By aligning expectations with specific, measurable metrics, the model fosters a culture of accountability and clarity. This alignment helps teams focus on meaningful outcomes, enhancing performance and achieving sustainable success.
