From time to time it’s a good idea to take a personal inventory as to how you’re doing as a leader; especially now, when the year is drawing to a close.How did you do in 2016?

Dan Rockwell shares seven surprising questions to measure your leadership.

Originally posted by Dan Rockwell

You can’t know how you’re doing until you’re measured.

Evaluation might feel uncomfortable, but the alternative is self-deception, lost potential, and mediocrity.

7 surprising questions to measure your leadership:

  1. How are you becoming dispensable?
    • Create systems that function without you.
    • Give control with accountability.
    • Develop vision as a team, not an individual.
    • Build redundant talent. Cross-train and rotate jobs.
  2. How are you making it safe for teammates to speak truth to power?
    • Listen calmly.
    • Honor constructive dissent.
    • Lower the volume of your voice.
    • Smile.
    • Avoid power positions. Sit in lower seats.
  3. How are you expanding organizational capacity?
    • What have you recently let go?
    • What have you learned from failure?
    • Who are you mentoring?
  4. How are you learning?
    • What are teammates teaching you? You aren’t smarter than everyone on your team, are you?
    • What are you reading?
    • How are you connecting with people that excel beyond your achievements?
  5. How are you making yourself accountable to those you serve?
    • Complete this sentence. “I’m accountable to _______ (insert a behavior) my employees.
    • My team members know I’m accountable to them because I _______.
    • What character quality are you developing? Who’s asking you about it?
  6. How are you actively seeking feedback?
    • Open yourself to 360 degree evaluations. What might those closest to you say, if they were completely safe?
    • Don’t tell teammates what you’re doing. Ask them to explain your goals and priorities based on your behaviors.
    • What questions do you ask others about your leadership?
  7. How are you making others feel powerful?
    • Trust people to take on big challenges.
    • Provide coaching and training.
    • Focus more on maximizing strengths than fixing weaknesses.
    • Connect their values to leadership roles and goals.


  1. Confronts self-deception.
  2. Minimizes waste.
  3. Expands potential.
  4. Identifies capacity.
  5. Invites development.

How might leaders evaluate their leadership?