2 Leadership Scorecards

March 10, 2014 — 16 Comments
2 Leadership Scorecards | Joseph Lalonde

Recently I had a dream. This dream wasn’t crazy. It didn’t involve red aliens attacking from Mars.

Nah, nothing like that. Though that would have been one heck of a dream.

This dream had to do with a scorecard. A leadership scorecard. Actually, truth be told, there were 2.

The first scorecard looked something like this:

X Ignores team members

X Discards the needs of his team

X Shuns the input of his team

X Refuses to accept responsibilities for failures

X Has become complacent with his level of knowledge

X Hasn’t presented a new idea in ages

X Chooses the old ways over new paths

X Hires people who he believes knows less than he does

X Takes away any chance of organizational advancement

Now, the second scorecard looked quite different. The second scorecard looked like this:

X Takes an active interest in the members of his team

X Discovers what team members needed

X Asks questions of those on the team

X Takes responsibility for his failures

X Seeks a path of continued improvement

X Constantly offers new ideas

X Forges new paths because he knows they will lead new successes

X Hires people who are smarter than he is

X Offers chances to advance in the organization

Scorecards are used to keep score and let us know how we’re doing.

These two scorecards underline the attitudes of two types of leadership. I think you know which one is desired and which one we should run from.

Question: Which scorecard does your leadership look more like? What can you do to improve your scorecard? Please share your thoughts in the comment section below.

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  • Elizabeth Stincelli, DM

    Joseph, your two scorecards serve as a great illustration of the difference that the attitude we approach leadership with makes.

    • http://www.jmlalonde.com Joe Lalonde

      Thanks Elizabeth. How do you make sure you’ve got the right attitude in your leadership?

      • Elizabeth Stincelli, DM

        Joe, I try to consciously monitor my attitude, but now I have posted you second scorecard in my office as a visual reminder.

        • http://www.jmlalonde.com Joe Lalonde

          That’s awesome Elizabeth. I’m glad the second scorecard can serve as a visual reminder for you.

  • http://www.pauljolicoeur.com/ Paul Jolicoeur

    These are 2 very contrasting scorecards. One I believe is of an engaged growing leader and the other is of one that has checked out.

    • http://www.jmlalonde.com Joe Lalonde

      I love the distinctions you made Paul. Especially the part about the first scorecard being about a leader who’s checked out. It’s exactly what I was going for.

  • http://jonstolpe.com/ Jon Stolpe

    Scorecards can help us to stay on track with the right direction. A report card or progress report always helped me to know if I was on the right track. Just last week, I had a doctor’s appointment that did the same thing for my health.

    • http://www.jmlalonde.com Joe Lalonde

      So cool Jon! It’s vital we come up with something to keep track of our progress/where we’re going. Keep on keeping on!

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  • http://tcavey.blogspot.com/ TCAvey

    I like this example, it makes it easier to see and monitor progress. Thanks.

    • http://www.jmlalonde.com Joe Lalonde

      My pleasure TC.

  • http://www.liveitforward.com/ Kent Julian

    Big is little and little is big. If we want the big things in life like great leadership, then we have to do the little things day-in and day-out to be a great leader. And if we do the little things day-in and day-out, it’s guaranteed we will be great leaders.

    • http://www.jmlalonde.com Joe Lalonde

      Amen Kent.

    • http://danblackonleadership.com/ Dan Black

      Amen Kent!

  • http://danblackonleadership.com/ Dan Black

    Whatever we score as a leader, their is always room for growth and to become a better leader. We have to keep that in mind when we are leading. Great post!

    • http://www.jmlalonde.com Joe Lalonde

      So true. We shouldn’t forget that whether we have a great scorecard or a really bad one.