Getting Smarter
With the pace of change accelerating and the complexity of today’s marketplace increasing, it becomes more and more important for businesses and leaders to get smarter. They need people who make things happen — often in the face of seemingly insurmountable challenges. We call these people results-oriented leaders, and they can be found at each and every level of high performing cultures.

Results Oriented Leaders
We can all name them — the formal and informal leaders who seem to always get things done without leaving carnage in their wake. Sure, we have all heard of how Steve Jobs and Elon Musk got things done, but the reports on the negative impact on employee engagement and team morale are troubling.

When we assess organizational culture, we are not looking for those types of leaders.  We are looking for those who navigate politics at work and get things done in a way that makes sense for the betterment of all involved. 

What traits do such results-oriented leaders have in common? What allows them to translate their dreams into reality?

A Few Common Traits of Results-Oriented Leaders
Based upon data from our leadership simulation assessment, we have found that results-oriented leaders:

  • Start with Clear Goals
    Backed by our organizational alignment research that found strategic clarity accounts for 31% of the difference between high and low performing leaders, those who get results with people actively involve their teams in the creation of very precise and meaningful goals. They operate with dogged determination and thoughtful planning of what needs to happen in order to achieve their objectives. They begin with the end in mind and work backwards to design an inclusive plan that drives logically toward a better future state.

    Do your leaders know how to create strategic clarity?

  • Remain Ruthlessly Focused on What Matters Most
    Strategic clarity requires strategic focus. Leaders who get results persevere and are not cowed by the difficulties in getting what they need to succeed, whether it’s more money or more people. They believe that there is always a solution and are willing to flex and do what it takes within team norms and corporate values to make it happen.

    Do your leaders have the confidence and competence to stay on the right path?

  • Maintain High Performance and Behavior Standards
    People who get results expect and demand nothing but the best of themselves and their teams in terms of performance outcomes and the behaviors required to get there. They evaluate results regularly and objectively to ensure a culture of accountability and do not let people skirt corporate ethics as an excuse to make things happen.

    Do your leaders model and expect high standards of performance?

  • Seek to Learn and Improve
    Most high performers have a thick skin and do not take or make things personal. They are open to feedback and criticism, share information, and seek to continuously learn and improve.  They do not pander to office politics, know how to navigate the bureaucracy, and are transparent in their words and actions.

    Do your leaders have a growth mindset?

The Bottom Line
If your organization is struggling with decision making or strategy execution, maybe it’s time to develop, reward, and encourage the common traits of results-oriented leaders.

To learn more about how to improve strategy execution while keeping high levels of employee engagement, download Research Report – Relationship Between Employee Engagement and Manager Effectiveness


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