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What is Results-Based Leadership?
Results-based leadership has relentless emphasis on results. It's simple
equation:
Effective leadership = leadership attributes × results.
"This equation suggests that leaders must strive for excellence in both
terms: that is, they must both demonstrate attributes and achieve results.
Each term of the equation multiplies each other; they are not cumulative.“
Smart Executive
Why Results-Based Leadership?
What is missing in most leadership-related
writings and teachings, is the lack of attention to results. Most of them
focus on
organizational capabilities
– such as
adaptability,
agility, mission-directed, or
values-based
– or on leadership competencies – such as
vision, character,
trust, and other exemplary attributes, competencies and capabilities.
12 Leadership Roles
All
well and good, but what is seriously missing is the connection between these
critical capabilities and results. And this is what results-based leadership
is all about: how organizational capabilities and leadership competencies
lead to and are connected to desired results.
Business Success 360
Benefits of Results-Based Leadership
By helping leaders at all levels get results, results-based leadership frees
productivity from constraints of hierarchy and the limitations of position.
Results-based leaders define results by understanding audience and customer
needs. They continually ask and answer the question – "What is wanted?" –
before they decided how to meet these needs.
Employees willingly follow result-based leaders who know both who they are
(their own leadership attributes) and where they are going (their targeted
results). Such leaders instill confidence and inspire trust in others
because they are direct, focused, and consistent.
Results-based leadership makes performance
measurement easier. "Without a results focus, calibration of leadership
becomes extremely difficult. Measuring results helps organizations in many
ways, from tracking leaders' individual growth, to comparing leadership
effectiveness in similar roles, to clarifying the leader selection process,
to structuring leadership development programs. Using results as the
standard filters who should enter an organization and how they should be
trained.“
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